employee engagement deck - headsup corporation · definition employee engagement is a process by...

EMPLOYEE

ENGAGEMENT

DECK

AGENDA

► Employee Engagement ( EE ) : A Brief

► EE Trends

► EE Approach for MSD Telematics

► EE Activities

► EE Roadmap

DEFINITION

► Employee Engagement is a process by which the employer and employee seek to

build a mutual beneficial partnership in which

► Employer meets the aspirations and expectations and employee is committed

to grow for and with the organization.

► Employee Engagement is a measureable degree of an employee's positive or

negative emotional attachment to their job, colleagues and organization which

profoundly influences their willingness to learn & perform at work.

UNDERSTANDING AN ENGAGED EMPLOYEE

► Employee

Engagement of an

engaged

employee in an

organization

setup.

SOURCE: GALLUP INC. REPORT

Illustrat

ive

IMPACT OF EMPLOYER’S STYLE ON EMPLOYEES BEHAVIOUR

Directive

Visionary

Affiliative

Participative

Pacesetting

Coaching

Behaviour/Styles

Flexibility Responsibility Standards Rewards Team CommitmentClarity

ST

ST

ST

ST

ST

ST : SITUATIONAL

AGENDA


► EE Trends


► EE Activities

► EE Roadmap

GLOBAL TRENDS

37% 24 %39%

LOW

ENGAGED

EMPLOYEE

MODERATELY

ENGAGED

EMPLOYEE

HIGHLY ENGAGED

EMPLOYEE

SOURCE: AON HEWITT GLOBAL TRENDS REPORT 2017

INDIA TRENDS

LOW

ENGAGED

EMPLOYEE

MODERATELY

ENGAGED

EMPLOYEE

HIGHLY ENGAGED

EMPLOYEE

SOURCE: HR ANEXI REPORT 2017

34%34%32%

AGENDA


► EE Trends


► EE Activities

► EE Roadmap

INTEGRATED APPROACH

4

1

2

3Survey

Identification

Development

EvaluationUnderstanding

the current state of EE

Finding the gaps between As is state and expected state

of EE

Benchmarking of the similar industries and organizations

Formulating activities based on the critical

success factors

Post Engagement

assessment of module(s) and

activities

Re-Shipping

Incorporating the feedbacks

and suggestions

MSD TelematicsEmployee Engagement Approach

Determine the current level of

EE

Designing EE modules to cater to the

current demand

The four-phased approach provides an integrated method to an organization’s Employee Engagement needs and further increases the constant

Key Features

1. Gap Identification2. Development plan3. Scope of matching the

current needs with the existing state

4. Determining the critical success factors

5. Provides in-built integration methodology for creating, improving and assessing leadership development processes

SURVEY

Understanding the current state of EE

Determine the current level of EE

► While carrying out the survey, we

will create a set of benchmarks for

the organisation which needs to

be achieved through

►We will float a questionnaire

which people can fill online or

offline

►Having a primary research

through one on one

conversations and telephonic

interview from various centers.

► Questionnaires and Interviews

will help in generating valuable

touch-points to act upon.

► Priority of the data will belong to

the centres which have high

attrition rate and high retention

rate. This will help in targeting

both the sides and creating a

common ground.

Obje

ctiv

esEx

pect

ed O

utco

mes

INTEGRATED APPROACH

4

1

2

3Survey

Identification

Development




of EE



success factors

Post Engagement


activities

Re-Shipping


and suggestions



EE


current demand


Key Features





IDENTIFICATION

Finding the gaps between As is state and expected state of EE


► While carrying out the survey, we

will create a set of benchmarks for

the organisation which needs to

be achieved through the EE Plan.

► Identifying the common

touchpoints which keeps the

employees engaged and

disengaged. This will help in

determining the critical success

factors.

► A competitive benchmarking of

the industries and verticals which

come close to MSD Telematics.

This will help in identifying the

best practices which can be

included in the overall goal.

Obje

ctiv

esEx

pect

ed O

utco

mes

INTEGRATED APPROACH

4

1

2

3Survey

Identification

Development




of EE



success factors

Post Engagement


activities

Re-Shipping


and suggestions



EE


current demand


Key Features





DEVELOPMENT

Formulating activities based on the critical success factors

Designing EE modules to cater to the current demand

► We will design the activities and

module based on the outcomes of

the above two steps in order to

have a comprehensive model of

EE

► Modules and activities will be

created on the basis of the current

challenges and roadblocks.

Obje

ctiv

esEx

pect

ed O

utco

mes

INTEGRATED APPROACH

4

1

2

3Survey

Identification

Development




of EE



success factors

Post Engagement


activities

Re-Shipping


and suggestions



EE


current demand


Key Features





EVALUATION

Post Engagement assessment of module(s)

and activities

Incorporating the feedbacks and suggestions

► Once the

modules/activities have

undergone in reality.

Then the outcomes of the

EE will help in stacking up

the expectations with the

Outcomes.

► In order to make the EE

Plan more robust we will

make suitable

adjustments based on

the feedbacks and

suggestions..

Obje

ctiv

esEx

pect

ed O

utco

mes

Re-Shipping

► After rectifying and

completing cycle one. We

will restart the cycle 2.

AGENDA


► EE Trends


► EE Activities

► EE Roadmap

TOWNHALL

Townhalls are open forum which will be organised locally by the HR people in the presence of the centre head.

►Gives space to employees to take active steps by participating in the discussions,

debates , give suggestions and feedbacks.

►The townhalls will have certain rules in order to remove the hierarchy and place

everyone on the common platform in order to give voice to every employee.

►The platform will also act a grievance redressal mechanism forum.

ACTI

VITY

DESC

RIPT

ION

KEY

FEAT

URES

► Empowerment of the employees.

► Great source to get feedbacks and suggestions which can boost the productivity

► Will help in promoting participatory nature OUTC

OMES

NEWSLETTER

A Newsletter will typically be a Bi-Weekly issue which will cover the recent growth, inform the employees of latest developments.

►Helps in internal branding among the employees

►The idea is simple, when an organisation like MSD Telematics is growing it goes

without saying that new developments are perpetual Informing about the social

life of the people among the employees. Like marriage , birthdays etc.

►Even when a client, patient is coming. He can always have a look into the latest

happenings.

ACTI

VITY

DESC

RIPT

ION

KEY

FEAT

URES

► Source of information dispenser.

► Informing the latest developments like new centres, new tools used etc.

► Works as a source of branding.OUTC

OMES

MSD Telematics SOCIAL LAB

The social lab will have features of social media but for local usage ( i.e. MSD

Telematics )

►Generating content for social media. Share “winning moments” in the moment.

► Many employees like to share their working at the organisation, this will help in

giving an employee recognition. Also, Enable peer-to-peer recognition.

► Through this HR will also have opportunity to involve more with employees and

make the place a better working place.

►Open source of communication among the employees and employers.

ACTI

VITY

DESC

RIPT

ION

KEY

FEAT

URES

► Constant source of engagement in the lives of the employees through the platform.

► For MSD Telematics as well it will help in gauging important information through surveys,

polls active live chats. OUTC

OMES

GAMIFICATION

Brining in the mechanisms of games into realtime organisation working. Use of design thinking, game principles and psychology in nongame settings to engage and motivate target audience for target behaviors

► Linking training, performances, KRA achieved , emphasis on employee.

► Aligning employees towards organisations vision and values.

►Works as a source of data collection for employee behavior and social outlook.

►Highly flexible to cater to current demands of the organisation.

► Linking health and well being to games.

ACTI

VITY

DESC

RIPT

ION

KEY

FEAT

URES

► Acts as a reward and recognition tool among the employees.

► Extrinsic motivation

OUTC

OMES

FULL PROOFING CAREER PATH

A lot of times people are demotivated due to limited scope of career growth and a poorly defined career path. Also, narrow focus on up skilling and overall personality development.

► Linking the performance with the pay and subsequent promotion.

► Outlined activities for upgrading skills of the employees.

►Works as a source of data collection for employee behavior and social outlook.

►Highly flexible to cater to current demands of the organisation.

ACTI

VITY

DESC

RIPT

ION

KEY

FEAT

URES

► Acts as a reward and recognition tool among the employees.


OUTC

OMES

HAPPINESS COLLECTOR

A 3 Monthly happiness index/survey which will help in understanding the mood of the employees after any new change or event.

►Help in identifying and rectifying the mood of the employees

►Works as a tool for finding avenues where cure can be done and hence improve

the intra organization branding.

ACTI

VITY

DESC

RIPT

ION

KEY

FEAT

URES

► Will help in constantly monitoring the mood of the employees.

OUTC

OMES

MAGIC BOX

A lot of times employees become impulsive and take the decision to quit before consulting on a professional level. One of the biggest reason is limited exposure to anonyms where people can disclose there grievances indirectly

►An Offline box at every centre, where employees can directly put there issues

and concerns without coming into limelight.

►Give a level of security

ACTI

VITY

DESC

RIPT

ION

KEY

FEAT

URES

► Employees can easily express themselves


OUTC

OMES

AGENDA


► EE Trends


► EE Activities

► EE Roadmap

We start with first set of survey with a select group of centers according to categories. Let’s Say Category 1 ( High Attrition )

TIMELINE FOR FIRST 3 MONTHS

Day 1

Day 15

Survey is conducted in 2nd

category of the centers which have High Retention. Let’s Say Category 2

1st Newsletter published

Day 30

Start working on local social media platform

Evaluation of the Beta platform of local social media.

1st Happiness Collector survey to gauge the happiness of the employees

Implementation of the social medis Platform for all the employees

Extration of Information from the survey of category 1


Survey is conducted in 3rd

category of the centers which have Moderate Retention and attrition. Let’s Say Category 3

Townhall at Category 1 Centres

Setting up of Magic box on every centre

2nd Newsletter published

Day 45

Day 60

3rd Newsletter published Starting Competitive Benchmarking


5th Newsletter published



Townhall at Category 2 Centres4th Newsletter

published

Day 75

Day 90

Completion of competitive benchmarking among the other firms.

THANK YOU FOR YOUR TIME

employee engagement deck - headsup corporation · definition employee engagement is a process by...

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