| People need to feel engaged
with the job they do, colleagues they work with and the
company they work for, to give their best. An Employee's
Engagement levels depend not just on his work but also the
work and attitude of his subordinates, peers and superiors
as well as various processes and environment in the organization.
The term “Employee Engagement” has evolved over
the years and may mean different things to different companies.
Some focuses only on job satisfaction, which unfortunately
can reflect just a transactional relationship and which
hugely depends on organizations pay scale and the last round
of appraisal or bonuses. While others, may equate it only
to employees’ emotional commitment with their organization.
To create aligned and performance driven
organization it is important to equate Employee Engagement
with both Emotional as well as Transactional relationship
with the organization. Only when an employee is aligned
with both the dimensions he will be strongly motivated to
give best performance / contribution to help organization
achieve desired goals and is also ready to be a spokesperson
for creating a positive image for the company in the external
world which will go a long way in making the organization
“Employer of Choice”
We understand that identifying the engagement
levels is just the beginning and organizations needs to
identify the specific drivers which will significantly enhance
the engagement levels. We conduct advance analysis to help
organization make the most from the survey by building scenarios
to help them in deciding and prioritizing on the initiatives.
We also uncover opportunities for creating synergistic effects
when multiple changes are made simultaneously.
This helps organization in optimizing their
budgets by focusing on the initiatives which has high impact
on the engagement drivers.
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