Employee Engagement Practices Quiz : Activity Corner; V4 Issue 3

Google was founded by 2 mathematicians Sergey Brin and Larry Page. They owe their stupendous success to a culture of innovation and creativity. They realized in their early days that it is employee engagement that can set them apart from the thousands of other technology companies. Free, healthy and well cooked food became a key ingredient of their employee engagement strategy. Guess what they did to celebrate the day the company went public. No, they did not have a series of senior management speeches about its vision and bright future, but a free ice cream station for employees. 

If you are looking for more inspiration on employee engagement, you don’t have to look very far. Many Indian companies have initiated interesting employee engagement practices. See how aware you are of them.

  1. This is an Acronym for a wealth generation option given to employees under holistic compensation philosophy. This seems to be back in action, as the domestic information technology (IT) industry is witnessing an upsurge in attrition rate. Indian IT companies like Infosys, which had put this on the back burner during the global slowdown, are understood to be revisiting it now.
  2. Between 2000 and 2009, the Adi Godrej group had a young executive board (YEB) which worked closely with the group management committee. The Mahindra group has sustained this concept for eight years. It gives young people the liberty to engage with problems and aids lateral thinking. This initiative exposes top management to a young team that innovates and thinks differently.
  3. This concept is related to making employees co-owners. The Future group of companies headed by Mr. Ashok Biyani is acquiring talent like Mr. V. Vaidyanathan of ICICI Prudential Life, by giving them a stake in the business they will be spearheading.
  4. In this initiative, the company has periodic discussions with the employees to understand any issues/apprehensions faced by them. The discussion also focuses on what makes them stay within the company, the reasons why employees wish to continue working for the organization. This gives the company a chance to do more of those things that employees enjoy. Patni practices this.
  5. A lot Indian of companies today are committed to contributing towards the betterment of the community and society at large. Activities such as the Blood Donation Camps, Christmas Day celebrations with underprivileged children etc develop among the employees, a pride of association towards the company, encouraging them to become responsible citizens.This is about having a contract between business and society, which allies profitable companies with healthy communities because what happens to societies happens to business. What is this employee engagement tool?
  6. “____________is about capturing the essence of an organization in a way that engages current and prospective talent. It expresses an organization’s ‘value proposition’—the entirety of its culture, systems, attitudes and employee relationships, providing a new focal point for the company.” Manmohan Bhutani, Vice President, People and Operations, Fiserv India.
  7. This feedback is provided to an employee by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders. This kind of feedback for Vineet Nayar, the CEO of HCL Technologies is posted on their intranet for all employees to see. He does not believe that all wisdom percolates downwards and believes in bottom up accountability. Even presentations at HCL Technologies are posted on their intranet for everyone to see and comment.
  8. Many companies have started using this for recruitment. For recruiters this low cost tool offers them a broad perspective about the candidate. It tends to bring forth certain traits and personalities of a candidate which may not be reflected in their resume. It also widens the talent pool for the employers and also fastens the recruitment process. It increases the brand visibility of the recruiter. From the applicants’ perspective, this helps them gain deeper insight into the company about certain facts and information which may not be readily available on the company website.