employee engagement program[1]

8/6/2019 Employee Engagement Program[1]

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Employee Engagement Programand Internal Branding


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80% of active internet users will

have a Second Life in the Virtual

World by end of 2011Gartner, Inc., April 2007


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Virtual worlds may end up playing

an even more sweeping role -- as far

more intuitive portals into the vastresources of the entire Internet than

today's World Wide Web.

Business Week, 5/12/2006


4/25

A brand is

a promise made

and a promise kept

consistently over time.


5/25

Theemerging workplace

More than a job; people want to learn,

share, grow, achieve, connect and

promote a cause.


6/25

Word of Mouth

Nielsen Global Survey of over 26,000

people found that nearly 78% of

res

pondents

trus

ted "recommendations

from consumers," a total 15 percentage

points higher than the second-most

credible source, newspapers.


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Some cue from Maslows Hierarchy

Employees Needs

Security

Connection

Esteem

Control Aesthetics

Cognitive

Self-actualisation

Transcendence

Manifests in

Confidence

Contributions

Value-additions

Long-term perspective Creativity


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Cause and Effect

Cause: change in ownership of communicationabout brands

Effect: the naked corporates

Cause: change in psychological ownership ofbrands

Effect: corporate brand as an ecosystem

Cause: change in traditional social structures

Effect: the corporation as a badge of pride


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Key Findings of a Global Survey

Employees want to be engaged. Only 33% ofemployees are satisfiedwithhow their companies engage them

Employees want to improve performance. 92% want insights they canput to use to improve job performance

Employees want live experiences. Employees prefer liveexperiencessuch as meetings and events second only to contact with an immediatemanager; 86% agree they aremoreengaging than other forms ofcommunication

Employees want events to be experiential. 83% want to beengaged on a

personal level; 76% want to be related to through personalinterests/concerns

Live experiences lead to action. 84% believe they aremore likely toinfluence behavior/performance

Live experiences drive WOM. 86% agree that liveexperiences will make

themmore likely to talk positively about the company they work for


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Aimed at providing a forum for

Sharing Achievements

Voicing Areas ofConcern Recognising EmployeeContribution

Gathering Feedback


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Internal Branding Plan of Action

Initial phase intends to create a platform for

structured but informal communication

Gradually taking it to a comfort level of sharing

areas of concern

The Upward/Downward communication, as the

casemay be, to serve as a feedback

mechanism


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Overview

Plan to be implemented in phases

Initially at SBU level and later at cross

functional levels Action Plans categorized into fiveverticals

There will be overlapping of different

categories at every phase.


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Vehicles

KYSeries

Expressions

Cultural cab Personalisation Proud People

Volunteering


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KY (Know

Your)Series

Phase Frequency Remarks

Boss I Fortnightly

Team I Fortnightly

Picnics I Once after twomonths of initiatingthe process

To gauge the impact ofinitial processes,informally

Aap ki Adalat I Once a month atSBU level

Company II Once a month At the start of PhaseII,after 4 months ofinitiating the process

Chairman II Once a month AfterKYCompany, inPhaseII

CSR II Once a month Along withKYChairman


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Expressionz Phase Frequency Remarks

Voice of Cadila II Over a span of 3

months

At SBU levelfirst, may culminate

into biggerevent at Annual Day

Click It I Once Theemployees can bring theirown cameras, the results to bedisplayed through an exhibition

Elocution I Monthly May be on social responsibilitytopics initially, industry relatedtopics can be added on later

Debates I Once in two months May include panel ofSBU headsbased on their interests andexperiences

Write Stuff I Once a month What an employee is proud of,and what is required to bechanged

Freestyle - B urself I Quarterly Display ofTalent, any genre

1 Minute games I - As fillers during otherevents, toensure invovement level


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Culture Phase Frequency Remarks

Film Festival II Annually Quality films to be screenover a week

Literary II Once in two months To involve literatureinclined population. May

involve book reviews etc

Dramatics III Annually May stage dramas by anoutside agency. May also

explore the possibility ofown employeesperforming.

Days Celebration I Once a month atSBU level

One day to be identifiedforeverymonth

Town hall Meeting III Once a month To encourage inter-

departmental ineraction

Insights II Quarterly Workshop on somehobby idea like pottery,gardening etc


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Personalisation Phase Frequency Remarks

Work Space I Once Theemployee topersonalize workspace togarner identification

FamilyVisit II Annually To connect at familylevel, employees cantake their families to their

place of work

Get well Soon II As required In event of any accidentorhospitalisation orillness, a team to visitand meet theeffectedemployee

SNS Intranet

II - Connecting at variousgroup levels through

intranet

Grooming III Quarterly To inculcate the sense ofbeing taken care of, andto prepareyoungemployees for biggerexposures


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Volunteer Work Phase Frequency Remarks

Adopt a Village IV - Will be at a later stage, anultimatemeasure of theoutcome of the initial stages

Clean theCampus III monthly


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Volunteer Work Phase Frequency Remarks

Adopt a Village IV - Will be at a later stage, anultimatemeasure of theoutcome of the initial stages

Clean theCampus III monthly


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Person-driven

Communication from:

Shri I A Modi

Dr. Rajiv Modi Mr. JP Parswani

Identified Role Models


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Person-driven

Messages to be tailored according to :

Audience

N

ature of Message Frequency

Occasion

Vehicle


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Person-driven

Chairmans Messages on: Path Breaking Achievements

New Year

Annual DayEve

15 Aug and 26 Jan

Govt. Policy decisions/changes related to

Pharma industry

Marriage of an employee

Musings Prodding/motivating write-up

Birthdays ofVPs and above


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Preparatory Phase

Initial preparation byCC and HR (2 Months): To outline details along with the people

responsible to carry out each task

Carrying out pilot phase to ensure feasibility

Educating SBU heads about the processes

Preparation at SBU level (One Month):

To understand the process and replicate at SBU

level with assistance fromCC initially To identify people at SBU level to take it all

forward

Taking forward on their own


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Pilot Project

With one department, preferably HR

TheKY series to be carried out as pilot

Structured feedback measures to be

developed with guidance from HR, prior to thepilot

Process effectiveness to bemeasured on

completion

Mid-course corrections during pilot

Final evaluation and incorporating changes

before launching the programme


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T

he brand must focuson its behaviour,

not just its communication!

employee engagement program[1]

Documents