To be engaged to a company, it is very
important to be first engaged with your role
in the company. It may sound
commonplace, but definition and clarity of
roles, responsibilities, deliverables and time
lines is very important for any employee to
get engaged to his work. Relate it to your
own life. Places where we thought we made
gainful contribution is also the place we felt
most engaged and happy. Company
strategy, setting long & short term
organizational goals, and drilling it down to
team and individual goals, are as critical for
employee engagement as fun activities.
The third engagement which I witnessed repaying great dividends was
transparency in the Rewards & Recognition system of the organization. War of
talent clubbed with the restless energy of the youth made the Reward
programmes mission critical and that was not to be restricted to an annual
exercise. Total Rewards was acknowledged as the way forward. Every aspect of
work – current role, responsibilities, potential for growth, designations, multi-
geography working opportunities, recognition in forums, moderation curve
and high increments all went hand-in-hand. Rewards became a way of life for
hi-pots and those who aspired to be in the fast track.
And last but never the least, another important engagement tool is the
engagement of the family with the organization. Celebrating success, rewards,
annual days, family days were very impactful in making parents and children
understand the roles which their family members played, where they worked
and who were the other members of the office team. Whatever blurred the
gap between the office and the family, helped forge a deeper connect with the
employer.