Gunjan Banerjee's Discussions
Measuring Employee engagment program efficiency
6 Replies
Started this discussion. Last reply by Derek Irvine Aug 24.
Gunjan Banerjee's Page
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Ah yes, Alfie Kohn. A bit dated in thinking, but also a bit confusing in how people will always use the terms "recognition" and "reward" interchangeably, which certainly adds confusion to the argument. "Rewards" Kohn talks about (trinkets and tras...
Derek,
In my experience, rewards have a negative influence. This result is well explained by Alfie Kohn in his book "Punished by Rewards".
Best regards, Ben
I think you may find this post (and link to a book on this topic) very useful. http://globoforce.blogspot.com/2009/07/measuring-reward-systems-driving-change.html
It helps you determine what actions/behaviors you want to measure, figure out how t...
The best overall measure is, of course, company performance. Both revenue and net profits will rise with employee engagement. I agree with Ben Simonton that the management can't force engagement on employees, so the best course of action is to sto...
I suggest you read the comments to Melanie Quinn's forum on "Employee Survey Methods" posted on August 20th. Also, other forums over the past year or so have addressed this issue (for example, June 2, 2008).
The answer depends on the size and cul...
Sounds like management is attempting to "engage" employees, big mistake. Management can disengage employees, but cannot "engage" them. "Engagement" can only be achieved by each employee on their own and will only be achieved if management has crea...
Dear Friends,
I am working for an IT services company in India, and we are facing problem in figuring out the best way to measure the engagement program we have initiated in our company.
We have found that lots of people are just coming to work ...
Hi Ben,
Thanks alot for the suggestions, but individual approach will be little time taking. But yes we can do the same with a group. It will be a team building activity also.
Please suggest.
Regards,
Gunjan
Hi Doug Shaw,
Thanks alot for your suggestions.
Regards,
Gunjan
Hi Ashim,
Thanks alot for the suggestion, i will try to implement your ideas.
Regards,
Gunjan
The strategies you have in mind are fine except that the company may not be able to sustain these programs for long. And this time around, it looks like a long wait before the situation for IT companies can recover. The employees on the "Bench" ha...
Rather than produce some program from the top down, why not ask some of them what they would like and make it an individual program. Start by asking and then if agreement, help that person. Then move on to the next person. You would start with the...
Good idea? Sounds like it. If the company can afford to reskill folk, inspire creativity etc then I think congratulations to them. We have a similar issue, though it affects a large number of people. They're not resigning but they're on the bench ...
Hi All,
Hope you all are doing well. I have a small issue to be discussed.
We are into IT services , and for some time we have noticed high attrition rate in the on bench employees.
Due to recession we don't have much of project currently in ou...
Profile Information
- Who are you?
- I am currently working for an IT services company as HR Executive.
As a part of my job i take care of the employee engagement programs.
- What is your interest or involvement in employee engagement?
- Yet to start a employee company wide employee engagement program
- Where are you located?
- Hyderabad , India
Comment Wall (2 comments)
- At 9:30am on February 18, 2009,
amit.dashora said… - Hi,
Tahnks Dear. This is really good site.
Regards,
Amit Dashora
- At 7:21am on February 18, 2009,
David Zinger said… - Gunjan,
I am so pleased to see you join the employee engagement network and being quickly with a discussion about field employees. I look forward to your participation in the network. Let me know if I can be of assistance.
David
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I think recognising your staff becomes all the more important in today's climate of budget cuts, pressures and downsizing. We all want to feel valued, both as employees and human beings, and to have someone else say 'thank you, your continued supp...
Hi Leigh
I am an Employee Engagement Specialist in the department of Organizational Effectiveness. I work for a company about the size that you are looking for. We began kicking off employee engagement surveys last April. As of now we have a year...
... master the art of asking questions!
Teach your employees how to Manage Up: Some people think this is brown nosing, but it's really about helping your boss understand who you are.
Angela,
I think recognition is always essential but we have to look at the deeper reason why. Reward and recognition confirms value. Every human being wants to know, "Does my life matter?" This is the questions we help answer when we reward and re...
Be real, don't use jargon, and be honest. If something is going to hurt people would rather be prepared!
Strive to engender trust by doing what you say and say what you do.
Leigh,
Comments work and I will see what I can do for this Thursday.
David
though published earlier, I found it quite relevant relating innovation and engagement
Remember that employees are human first; seek to build what matters the most to humans - personal relationships.
Communicating "what" is not enough. Explain the "why" behind everything.
Thanks Ben. Look forward to checking out these articles.
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