Where to start

[Krishna Prasad]

I am just two years in this company as the GM. The company is located in India and has 360 employees including workers. This company never enthused in employee engagement and you know what can be its present position. I am now after signing up with EE network, had gone through different discussions and have understood the value of it. Now I request the learned ones to assist me in implementing the EE. What is the first step and how shall I start the process.

Kindly help me

[Terrence Seamon]

Hello Krishna,
As the author Stephen Covey has said, "Start with the end in mind." What are the 'ends' that you most desire?

Start with a description of these desired end points and work your way back to the EE strategies that will help you get there.

For example, let's say one of your desired end points has to do with improved customer service. What is the state of customer service in your company right now? Compare the current state to the desired end state that you described. That is your gap. Ask yourself, What actions will close this gap so that we move closer to the desired end point on customer service? How can EE help get us there?

Follow the same procedure wth each of your desired end points in your strategy.

This approach to EE will ensure that you are taking a strategic approach vs a programatic one.

Hope this helps.

Terry

[Krishna Prasad]

Terry, it in nice to hear from you. So simple it seems and I think with full involvement it is possible. Let me engage to this particular aspect first

[Phil Gerbyshak]

Bravo to you Krishna for asking for help on this. It's tough to build a culture of engagement if you've never done it before. The folks here should be able to offer some great insights, like Terry did before me.

My biggest piece of advice would be this: Ask questions of your most engaged folks to find out why they are engaged, ask questions about what might cause them to become disengaged, and don't offer any solutions. Just listen, take notes, and pay attention to what is said, and what is not said. Pay attention in particular to the body language these folks share. You may be closer to what you desire and not even know it.

After you've completed your interviews, work with these same leaders to help create some solutions, customized to as many individuals as you can.

Then take steps each day to create a more engaging culture for as many employees as you can.

Good luck! You're in for a GREAT ride!

[Krishna Prasad]

That is again a great idea, Phil. Some indicative questionnaire I wish to make. Can I expect some help in this regard from you too ?

[Samantha Wood]

Hi Krishna,

If you want to do an employee survey, take a look at one like this for inspiration: http://www.employee-satisfaction.com/test-drive.asp

But don't underestimate the power of just talking to people. You learn much from face to face conversation, and people start to feel like they matter and that something has changed.

Sam

[Krishna Prasad]

Hi Sam,
I really agree with you. just talking to people is revealing.
Krishna

[Phil Gerbyshak]

Absolutely! :)

[Craig Brown]

Hi Krishna

I hope you are still watching this topic.

I think the challenge in in the culture.

For example; I have worked with a number of Indians and find that there is a tendency to accept authority and simply follow instructions. What I need however is a bunch of people who challenge assumption and constantly look for better ways to do things. How do I get them to change the way they work?

My first step is usually through getting to know them and modelling a behavious that says we are ll equals and part of a team. I have my specialialisation and they have theirs.

It's only together we can be successful.

[Prem Rao]

The first step, in my view, Krishna is to think hard and deep about what you plan to do. I mention this because it is so easy to start something which we cannot manage later. That said, there is great benefit from looking at employee engagement. I am so glad that you are taking the initiative to start this in your organization.
*Get the support of your senior colleagues
*Do what is practicable.
* Keep things manageable
These are my suggestions to you..

[Susan Robinson]

Great question, Krishna. Here are my first thoughts:
1. Assess how engaged employees are. (you don't need to spend a fortune on this. We have a free online assessment at: http://www.rivetmaker.com/eagerAssessment.htm )
2. Get top leadership "buy-in" to making employee engagement a priority. (You can use the results of Step #1 to show them the costs of disengagement, and let them know that implementation of engagement strategies is low cost, high yield).
3. Find out what is important to your employees (what they value). Elicit their ideas and input. They want to make a contribution and have valuable suggestions (because they are on your front line).
4. Implement some of the staff's suggestions promptly (speed counts), and follow up with the employees so that they know the ideas were implemented.
5. Give credit where credit is due.
6. Take the "pulse" of groups. You are looking to read the mood or tone of the group. If the mood is guarded, indifferent, or frustrated, go back to Step 3. Ask what's going on and elicit ideas for improvement.
7. Remove or retrain any toxic bosses.
8. Prevent boredom by introducing novel approaches to work tasks and provide learning experiences - opportunities to advance skills (including cross-training) but these experiences need to be offered not mandated.
9. Provide opportunities for upward mobility within the organization.
10. Earn employee trust (speak kindly, avoid layoffs, keep promises, invite and accept diverse opinions - as long as they are voiced respectfully).
11. Make it safe for employees to speak (no put downs, no shut downs, no retaliation).
12. Make staff meetings interactive. Allowing employees to voice their concerns or suggestions in a group setting is especially valuable, because other staff will judge the leaders by how the risk-takers, the staff who speak, are treated (vicarious learning).

If you choose to implement these suggestions, please let us know how it works for you and your company!
Susan