It is fascinating to note that how we think of “employee engagement” today is a noticeable change from what it was initially coined to embody some 25 years ago.

From keeping a hawkish eye over its employees, banning even the use of mobile phones in the office, and colonial formalities in the office to work from home policy, access to a gym and recreation in office. Who thought work life like this could exist?

It is fascinating to note that how we think of “employee engagement” today is a noticeable change from what it was initially coined to embody some 25 years ago.

Vibrant millennial is the building block for a better organisation. They are leaders of tomorrow, who if given the right platform and a genial environment at work, can bring in fortunes for the company. They are the quick learners and adaptors. They are growth-oriented people, looking beyond a steady paycheck. Finding ways for opportunities and challenges to enhance their capabilities and performance.

Casually known as Gen (generation) X have whole new perspective in terms of their expectations from a job and work culture. They are looking for coaches, not managers.

Employers are increasingly turning their attention to the millennial generation, whose attitudes and preferences may profoundly reshape workplaces and society. Employee engagement is a necessity in today’s world as it helps to cut the employee absenteeism and increase the productivity level.

Employees who have good quality jobs and managed well, will not only be happier, healthier and more fulfilled, but are also more likely to drive productivity, better products or services, and innovation. This mutual gains view of motivation and people management lies at the heart of employee engagement. Employee engagement is a positive attitude held by the employees towards the organization and its values. The relationship between managers and their employees plays a strategic role in organisational success and employee engagement. After 20 years of research and 60,000 exit interviews, the Saratoga Institute (2017) reports that 80 percent of turnover is directly related to unsatisfactory relationships with one’s boss

Employee engagement has evolved over years. 2018 saw a lot of transformation with employee engagement, as more and more companies realize the importance of investing in culture and professional development.   There has been an evolution of engagement from the 1970s to 2018 from employee satisfaction, employee commitment, and employee engagement to sustainable engagement. According to AON report 2015,  the drivers of employee engagement for the Asia-Pacific region over the past three years, aside from career opportunities (identified by all regions as the top engagement driver), brand alignment, recognition, pay, and people/HR practices rounded out the top five.

What according to you makes you more productive? Is it reward, recognition, feedback?  

According to Towers Perrin survey, 84 percent of the highly engaged employees are confident that they can give positively in improving their products and services, as compared to the 31 percent of the disengaged employees who lack it.72 percent of the highly engaged employees can positively affect customer service, versus 27 percent of the disengaged. 68 percent of highly engaged employees know that they can help in cost reduction in their job or unit, compared with just 19 percent of the disengaged.

From the above statistics, it is clear that organisations that invest their time and money in employee engagement have a better chance of beating the competition as against those who do not.

HCL offers its employees to chase their passion through Employee First Council, Sports Council, and Wellness Council. TCS organizes yoga classes, theatre workshops, dance classes, the summer camp for children, career counseling etc. Infosys started a social networking platform called Bubble (like Facebook) where its own employees connect with others regardless of the office place and status in the office. It bonds the gap between top management and the younger employees letting them interact informally. Lots of Companies carry initiatives like potluck and parties to familiarize employees with each other. A variety of reward and recognition programs are carried out to make sure innovation, creativity, leadership, and teamwork among employees. There is a strong focus on employee’s health such as maternity leave, regular medical check-ups. Life skill, stress management through yoga, meditation are undertaken by companies. Women’s empowerment is a new focus area.

'I am going to work.' This statement no more brings to mind a man with sagging shoulders trudging up the stairs to reach a place where others like him are bonded to their monitor and the only sound you can hear is the buzz of the electronics...