Date post: | 07-Apr-2018 |
Category: |
Documents |
Upload: | prateek-singh-sandhu |
View: | 217 times |
Download: | 0 times |
of 25
8/6/2019 Employee Engagement Program[1]
1/25
Employee Engagement Programand Internal Branding
8/6/2019 Employee Engagement Program[1]
2/25
80% of active internet users will
have a Second Life in the Virtual
World by end of 2011Gartner, Inc., April 2007
8/6/2019 Employee Engagement Program[1]
3/25
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
8/6/2019 Employee Engagement Program[1]
4/25
A brand is
a promise made
and a promise kept
consistently over time.
8/6/2019 Employee Engagement Program[1]
5/25
Theemerging workplace
More than a job; people want to learn,
share, grow, achieve, connect and
promote a cause.
8/6/2019 Employee Engagement Program[1]
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.
8/6/2019 Employee Engagement Program[1]
7/25
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
8/6/2019 Employee Engagement Program[1]
8/25
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
8/6/2019 Employee Engagement Program[1]
9/25
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
8/6/2019 Employee Engagement Program[1]
10/25
Aimed at providing a forum for
Sharing Achievements
Voicing Areas ofConcern Recognising EmployeeContribution
Gathering Feedback
8/6/2019 Employee Engagement Program[1]
11/25
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
8/6/2019 Employee Engagement Program[1]
12/25
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.
8/6/2019 Employee Engagement Program[1]
13/25
Vehicles
KYSeries
Expressions
Cultural cab Personalisation Proud People
Volunteering
8/6/2019 Employee Engagement Program[1]
14/25
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
8/6/2019 Employee Engagement Program[1]
15/25
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
8/6/2019 Employee Engagement Program[1]
16/25
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
8/6/2019 Employee Engagement Program[1]
17/25
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
8/6/2019 Employee Engagement Program[1]
18/25
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
8/6/2019 Employee Engagement Program[1]
19/25
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
8/6/2019 Employee Engagement Program[1]
20/25
Person-driven
Communication from:
Shri I A Modi
Dr. Rajiv Modi Mr. JP Parswani
Identified Role Models
8/6/2019 Employee Engagement Program[1]
21/25
Person-driven
Messages to be tailored according to :
Audience
N
ature of Message Frequency
Occasion
Vehicle
8/6/2019 Employee Engagement Program[1]
22/25
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
8/6/2019 Employee Engagement Program[1]
23/25
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
8/6/2019 Employee Engagement Program[1]
24/25
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
8/6/2019 Employee Engagement Program[1]
25/25
T
he brand must focuson its behaviour,
not just its communication!