Employee Engagement

Why engagement??
Talent is the engine of the modern organizations, and
engagement is the mystery ingredient that
transform the engine’s output
80/20 rule- 20% of people will always give their 100%
efforts, the trick is to get the 80%engaged
Increasing power of customer- economic cost and
emotional cost..why is emotional cost more important
in present times??
Increasing power of employees- from jobs for life-
>developing skills and competencies to pursue
multiple careers
“You don't get engaged customers without engaged
employees”->Ritz Carlton where employee
satisfaction led to guest satisfaction; Internal branding
 How engaged employees behave?
SAY‐ Consistently speak positively about the
organization to coworkers, potential employees , and
customers
STAY‐ have an immense desire to be a member of the
organization
STRIVE‐ exert extra effort and engage in behaviors
that contribute to business success
 How disengaged employees
behave?
● SAY: ill of their managers, the management,
excessive workload, poor processes, and make
comparisons with other companies
● STAY: Have no desire to continue, the reason
of stay is lack of job opportunities outside
● STRIVE: try to do a mediocre job, avoid
attending meetings, spend time in canteen than
cubicle
Different ingredients to engagement
Motivation
Satisfaction
Commitment
Passion
Desire
Ambition
Trust
Empathy
Solidarity
Inspiration
Selflessness
 Difference from Satisfaction
● Satisfaction is about positive and pleasurable
feelings about existing job and job experiences
● It is about fulfillment of needs from the job.
● It is about maintaining the status quo.
● Engagement includes something that is not in
satisfaction.
 Definitions
Schaufeli et al. (2002, p. 74) “as a positive, fulfilling, work-
related state of mind that is characterized by vigor,
dedication, and absorption.” They further state that
engagement is not a momentary and specific state, but rather, it
is “a more persistent and pervasive affective-cognitive state
that is not focused on any particular object, event, individual,
or behavior”
Employee Engagement can be defined as a
combination of cognitive and emotional
antecedent variables in the workplace.
‘the simultaneous employment and expression of
a person’s preferred self in tasks behaviors that
promote connections to work and to others,
personal presence (physical, cognitive and
emotional) and active full role performances (Bill
Kahn, 1990)
Employee engagement is the emotional and
intellectual commitment of an individual or a group
to the organization. An engaged employee will display
behaviors that build and sustain strong business
performance. In other words, it is the extent to which
the organization captures the hearts and minds of
its employees, and motivates them to give their
best.
● Psychic energy-> what people personally
experience
● Behavioral energy-> what is visible to others
● Engagement as psychic energy: on inside
● Engagement as behavioral energy: how
engagement looks to others
 EE as Psychic energy: Feel Part
● Feelings of enthusiasm: being happy and
energized-> do not feel drained even after the
end of day, passionate about work
● Feelings of Urgency: goal-directed energy and
determination- “I have to do this, I am not going
to be stopped”
● Feelings of being focused: are totally absorbed,
not affected by typical distractions like tea
breaks, chatting sessions etc
● Feelings of intensity: consistency in focus;
“varying degree of psychological presence”
when skills exceed task demand or vice-versa
FEELINGS MUST RESULT IN BEHAVIORS
 EE as behavioral energy: Look part
● Behave in more persistent ways: effort over
time; greater resilience in times of adversity
● Respond proactively to emerging threats and
challenges: taking action when need of action
becomes apparent; immediately do a task
without waiting for team leader to assign the
task
● Expand their roles at work:- stepping outside
one's role to help peers/ help business
● Adapt more readily to change: develop new
skills as job demands change, solve problems
creatively, demonstrate interpersonal
adaptability
 What is EE?
● Ensuring every element of an employee's
experience with the organization meets with the
employee's expectations
● Marrying the employer's goals to employee's
aspirations
● Defining employer's vision and enabling
employee to see this in action
● Being empowered and having a voice in the
organization
How to measure EE?- five important
characteristics
● Satisfaction- meeting expectations
● Understanding- org goals and objectives
● Contribution- how individual work contributes
● Alignment-personal values with org values
● Retention- crucial measure
 Strategies to engage employees
Top leaders must understand that in order to connect with
their workforce, they need to leverage the power of
emotion--> emotion overrides logic
● Clearly outline job expectations
● Provide the employee necessary tools and resources
● Provide a work environment that is safe and congenial
● Recognize employee achievements
● Care for your employees
● Motivate and develop your workforce, analysing training
needs
● Be open to suggestions from your employees
 Strategies to engage employees
● Emphasize the uniqueness of each employee's
role and its criticality in the overall scheme of
the business
● Drive teamwork and build commitment towards
the shared goal
● Encourage a culture of camaraderie, friendship
and relations at work
● Provide feedback to employees on progress
made, improvements required
● Provide ways for an employee to learn and
grow
● 2002, Southwest Airlines ceo Herb Kelleher
sent a letter to the home of every employee
“Jet fuel costs three times what it did one year
ago. Southwest uses 19 million gallons a week.
Our profitability is in jeopardy. Please help by
identifying a way to save $5.00 per day”
 Various engagement initiatives at TCS
● TCS picnic, Talents day
● Sports day, Family day
● Creative workspace day
● Hats Off day
● Environment day
● Birthday Bash
● Technology day
● Stress Busters
● Fun Clubs
● Celebration of festivals
● Parichay
● Maitree
 EE and TM
● TM refers to those human capital systems that
attract the right talent and leverage talent in a
way that achieves greatest return on
investment. Includes all HR processes with a
strategic link to org goals.
● EE looks for capturing 'unrealized employee
potential”-> creative solutions
● EE leads to adaptability in changing conditions