Post on 28-Oct-2014
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Employee Engagement
NHRD Talent Conclave, Mumbai January 21, 2011
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Defining employee engagement… Towers Perrin: ‘Extent to which employees
put discretionary effort into their work’
Gallup: ‘Involvement with & enthusiasm for work’
Hewitt: ‘intellectually & emotional commitment to the organization’
IES: ‘A positive attitude held by the employee towards the organization and its values’
Hay Group: ‘stimulating employees’ enthusiasm for their work and directing it toward organizational success’
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Vision Imperative
What the organizationseeks to deliver
Identity, purpose and long term intention
Values Imperative
EVPImperative
Articulate the valuesthe organizaton stands
for
Measure employee perceptions
RealityImperative
The virtuous cycle of engagement…
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Engagement architecture…
Align &
Connect
Engage
Results
Communicate & help employees relate to organization’s vision, strategies, goals,
Values, EVP etc.
Inform
Deliver
Dialogue, discuss, participate
Influence the desired business behaviors
Achieve desired business results
Influence
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Culture Map
Vision
What we expect from our
employees - Values
What we offer to our
employees - EVP
What do expect from our leadersDNA Anchors
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What do employees look for…
What am I expected to
do?
Is this the right
company to join?
How much will
I earn?
How will I grow?
Will I get recognize
d?What support
will I get?
What is my job?
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What do organizations look for…
Advocate for the brand
Productivity
Commitment
Adaptability
Aligned to organization vision &
values
Organization
citizen
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In deciding to join or stay…
Designation
Rationaldrivers
Emotionaldrivers
Role
Pay
Career Growth
Company Brand
Relationship with
Manager
HR PracticesRelationship with co-workers
Company Performance
IndustryPosition
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Drivers of engagement…
Attraction Drivers Employer Reputation
42% Career Development
Opportunities 41% Culture 38 % Industry 33%
Retention Drivers Base pay 72% Career Development
54% Relationship with
supervisor 33% Promotion
Opportunities 33%
Emotional
Rational
Towers Perrin
Watson Wyatt - world@work
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What do organizations need to think about ?
How is our Leadership
perceived ?
How does our Company brand
impact our employer brand?
What’s unique
about us?
What is our culture all
about? What will
differentiate us in
attracting & retaining talent ?
How do we define
“Talent ?
Why do our employees join us and stay with
us ?
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In summary…
The Company brand has an overarching effect on the EVP
The EVP is a promise we commit to deliver to our employees
The EVP needs to be contextual to the economic environment, industry life cycle, business model
Articulate sharply and measure perception to calibrate expectations/interventions
To be able to successfully attract, engage & retain the “right” talent
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As other companies know their customers
Not all things to all people
Not an HR-only-run program
Good to great…
They know who they are..
Understanding their target employees
Not through slogans and posters
Leaders & Managers lead the show
Alignment of employee experience
Communicate vividly of actual practices
Reinforce the experience at every touch point
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The true test lies in…
Ensuring that promise is aligned to experience
To be able to successfully attract, engage & retain the “right” talent
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Thank you
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`
Our value proposition
Fairness
Learning & Growth Meritocracy
Secure Environment
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Our values
Integrity: Be honest
& fair in what you say or do
Customer First: Own the
customer & deliver the
promise
Boundaryless:
Never say “Its not my
job”
Passion: Boundless energy & enthusiasm
Ownership: If it is to be it is up to me
Humility : openness to
learn & adapt
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Our DNA anchors
Customer FirstCollaboration
Compliance with Conscience
Nurturing talent
Organization Capability
Passion Strategic agilitySensitivity
Managing Change
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Employee engagement @ ICICI Pru
Spandan
Manthan Idea Labs
CEOBlog
CEOForrun
SkipLevel
Ideationforum
Intranet
FunctionalNewsletters
R&R
Celebration
Volunteerism
Web cast
KnowledgeMine
360 Feedback
Spirit of
Leadership
Awards
Communities
of interest
Health Activ
e
Campaigns
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Secure environment : Community Feeling
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Pulse Survey Dimension Statements
Role I know what is expected of me at work
Purpose The mission or purpose of my company makes me feel my job is
important
Autonomy I feel experimentation is encouraged at work
Support
I have the knowledge & skills I need to do my work right
I believe systems and processes within the organization help me work effectively
Meritocracy
Is my growth linked to my performance and potential
My performance is duly recognized and rewarded
Emotions
At work, my opinions seem to count
I can count on people to cooperate
My manager, or someone at work seems to care about me as a person
Development I have opportunities at work to learn and grow
Communication
I feel well informed about the organisation and business performance
I can ask a reasonable question and get an honest answer
Fairness If I am unfairly treated, I believe I'll be given a fair hearing if I
appeal
Pride I feel a sense of pride working for ICICI Prudential
Stress I feel there is more stress in my job than required
Overall Overall, I believe my efforts count in meeting our organizational
goals