Employee engagement programs aim to increase employee engagement, which is defined as employees' energy, passion and commitment to their employer. Highly engaged employees are more satisfied, productive and less likely to leave their jobs. Common drivers of engagement include career opportunities, company practices, leadership, resources and recognition. Effective engagement programs address these drivers and can include training, team building activities, wellness programs and rewards ceremonies. Research shows companies with highly engaged employees see improved financial performance.

1. Employee Engagement
Programs
“You must be the change you wish to see in the world”
- Gandhi

2. Engagement Defined
Engagement is the energy, passion, or ‘fire in the belly’
employees have for their employer

3. What is Employee Engagement ?
Employee engagement is a step ahead than
employee Satisfaction:
 Belief in the organization
 Desire to work to make things better
 Understanding of business context and
the ‘bigger picture’
 Respectful of and helpful to colleagues
 Willingness to ‘go the extra mile’
 Keeping up to date with developments in the field’

4. Components of Employee Engagement
• Cognitive
• Emotional
• Behavioral

5. Conditions for Engagement
Legend
<50%
Poor Favorable
50-80%
Good Favorable
>=80%
Excellent Favorable
Resource Performance Job
Allocation Management Satisfaction
Growth Feedback Commitment
Total Intention
Leadership Values
Compensation To Stay
Engagement
Trust Supervision Communication Diversity Change
Bottom
Line Results
Work Group Recognition Safety* Innovation
Career
Alignment Responsibility
Progress
Customer
Job Demands Loyalty
Focus
Based on US 2009 Standard Opinion Survey Results & 2009 US Leadership Survey

6. Engaged Employees
Strong Relationship - Manager
Clear Communication
Clear Path
Strong Relationship - Coworkers
Strong Commitment
Take Initiative
Go beyond expectations
Persistence at difficult tasks
Engaged Employees are satisfied too…
And demonstrate satisfaction behaviors as well
as engagement behavior

7. Why does it matter?
Companies with HIGH employee engagement saw:
13.2% improvement in net income growth
19.2% improvement in operating income
27.8% improvement in Earnings per Share
Companies with LOW employee engagement saw
3.8% decline in net income
32.7% decline in net income growth
11.2% decline in EPS

8. Why is Employee Engagement
important?
Highly engaged
employees are
60% less likely to
say they are about
to leave
Source: DDI, 2006

9. 10 C’s of Employee Engagement
• Connect
• Career
• Clarity
• Convey
• Congratulate
• Contribute
• Control
• Collaborate
• Credibility
• Confidence

10. Employee Engagement by Age
20 to 24 years 51%
25 to 34 years 48%
35 to 44 years 51%
45 to 54 years 55%
55 years and over 61%
0% 20% 40% 60%

11. Common Engagement Drivers Across
Companies
83%
64%
61%
60% 59%
47%
30%
Recognition Business
Career Company Senior Work
Unit Pay
Opportunities Practices Leadership Resources
Leadership

12. Employee Engagement Programs
- Power Dressing - Back & Shoulder Therapy - Wealth Management
- Saree Draping - Graphology - Kids Development
- Business Etiquette - Aura Reading (Age 6-12 years)
- Dinning Etiquette - Tarot Reading - Yoga for Kids
- Wine Appreciation - Numerology - Teen Development
- Image Makeover - Standup Comedy (Age 13-19 yrs )
- Skin Care - Quiz - Yoga for Teens
- Hair Care & Styling - Stress Management - Magic Show
- Personal Hygiene - Presentation Skills - Hand Pottery
- Body language / - Art of Effective - Candle Making
Effective Listening Conversation - Treasure hunting
- Dental Care - Conflicts at the - Indoor Golf
- Eye Check Work Place - Cycling
- Nutrition - Team Building - Bowling
- Detox - Power Of Sub-Conscious - Dramatics
- Fitness (Self Hypnosis Tool) - Awards and Rewards
- Power Yoga - Emotional Freedom Ceremony
- Office Yoga Technique (EFT) - Corporate Social
- Guided Meditation - Anger Management Responsibility (CSR)
- Foot Reflexology - SUCCESS - memory
- Head Massage Enhancement

13. Conclusion
• Employee Engagement is an increasingly important human capital metric because :
– Business performance
– Competition for talent
– Value from human capital investment.

14. THANK YOU !
KAIZER INDIA
806, Fairlink Center, A-Wing, Behind Monginis Cake Factory,
Off. Andheri Link Road, Mumbai - 400058.
Mobile: 9820060241, eMail: mitat@kaizer.ind.in , URL: www.kaizer.ind.in