It has been observed over multiple studies that respect is one of the key drivers to generate employee engagement and invariably talent management in any organization. Nearly three-fourths of the workforce across organizations has been found to be at various states of disengagement. With due respect being accorded, employees feel themselves to be core members of their respective teams. Their productivity reaches the next level when they feel respected so they’re motivated to put in the extra effort. Their morale erodes when they feel a lack of respect around their work. Small triggers can then lead to breakdown in otherwise harmonious relationships at work.

Source:http://www.forbes.com/sites/victorlipman/2017/01/10/why-respect-is-key-to-employee-engagement/#483d04a11b77

Perfecting the customer experience is one of the major targets for marketers across the globe, yet very little emphasis is paid on the employee experience. Business research conducted by Gallup has confirmed that globally, eighty seven percent of employees are disengaged at work. However, organizations where the majority of employees are engaged, tend to outperform others by a staggering one hundred and forty seven percent. Most organizations are aware of this but aren’t making holistic efforts to bridge the gap. They do conduct management training programmes, yet such sessions are grouped on the basis of traditional departments. A more scientific segmentation in to groups such as skeptics, champions, observers and participants would be more appropriate. Or HR personnel can borrow the journey map tool from marketers. The journey of nay employee can be divided into ten stages. Those stages are – sourcing and recruiting, pre-boarding, orientation, compensation, learning and development, engagement and community involvement, recognition, review, advancement and retirement or resignation. At each stage there are different needs that employees have and special protection needs to be given at the transition phases, lest they get ‘lost’.

Source:https://hbr.org/2016/12/design-your-employee-experience-as-thoughtfully-as-you-design-your-customer-experience?referral=00563&cm_mmc=email-_-newsletter-_-daily_alert-_-alert_date&utm_source=newsletter_daily_alert&utm_medium=email&utm_campaign=alert_date&spMailingID=16081799&spUserID=OTY0OTMwNTk5NwS2&spJobID=920753180&spReportId=OTIwNzUzMTgwS0

Certain corporate communication tools have been identified which are sure to increase employee engagement levels. Slack is one such tool that allows files to be shared and private conversations to be held. 15Five allows weekly discussions on pain areas, victories, frustrations or targets. The tool “i-Done-This” lets the management get reports on all teams’ daily work and has been proven to be an excellent team growth inducing tool. “Teamwork” is an app that fosters cloud based collaboration. Skype obviously helps with video based conversations. Culture Amp is a company-wide employment survey tool. It generates great amount of data which can be processed to get valuable business intelligence on workforce needs. Trello is a fun tool that keeps all employees onboard. Company Wide Wiki is a documentation tool. Twitter allows engagement through discussions on common topics. The already immensely popular WhatsApp allows voice record and sharing of photos, documents and videos digitally.

Source:http://www.business.com/business-development/scott-gerber-employee-engagement-tools/

The future workplace is set to be one with a digital human resources interface. Ten such HR trends have been captured which will define the employee experience of the year 2017. First of all companies will focus on creating the ultimate employee experience. A study conducted by Mercer confirms that ninety percent of its survey respondents believe that talent recruitment will be fought on a war footing especially in India. For such recruitment, an agile methodology will need to be adopted. Such agility will also need to accompany its management training processes which now need to use more of video and recorded sessions in addition to traditional classroom based training. This will also create career mobility opportunities. In fact, there will be increased investment in employee wellness beyond just the technical skills. Such trainings will seek to foster collaboration in teams, and not just create capabilities among individuals. Real estate planners will act as partners to HR to physically create spaces ideal for innovative stimulation. Consumer marketing tactics will be applied to the HR field as well. HR like so many other fields will increasingly use Artificial Intelligence (AI) to derive solutions. In this case, chat bots will especially be popular. The workforce will continue the trend of having diverse personnel from distinct backgrounds. Newer roles will spring up within the broad field of HR. This includes consumer marketing type roles such as applied at Levy, IBM and Airbnb.

Source:http://www.forbes.com/sites/jeannemeister/2017/01/05/the-employee-experience-is-the-future-of-work-10-hr-trends-for-2017/#2ed518292214

A talent management expert has recently outlined some ways in which employee engagement may get boosted at any organization. First of all employees must be aware of what exactly are the objectives, so they can align their capabilities towards organizational needs. They must get the space to move forward while being assured that a plan is in place for their progress as well. An acknowledgement of employee’s work should lead to a feeling of having contributed something worthwhile to the organization. Scores may be assigned so the employees can keep track of their exact contributions. Company investment towards management training programmes allows employees to grow with the organization. They get a sense of identity, meaning and value in their work. Relationships may be built which get renewed for long depending on the strength of those. An environment needs to be curated to avoid negativity but instead focus on developmental tasks at hand. Finally, an able leadership at the top to look up to for mentorship purposes is essential.

Source:http://www.hrmorning.com/16-building-blocks-that-bolster-employee-engagement/

Five companies have been identified which are getting their employee engagement metrics about correct. First of these is Full Contact, a software firm that offers employees money to take travel breaks where no work related phone calls or messages are even allowed. The idea is that such holidays act as corporate training exercises as they come back fresh to work. Southwest Airlines has built this culture of collaboration across the organization where members from various departments can work towards common goals, as happened recently over design of their new uniforms. Legal Monkeys which maintains legal, records engages in posting of company achievements on their Facebook page. They also have an Appreciation Board which is a glass picture frame on which any employee can post a note directed towards someone they appreciate within the organization. UK Based hardware company, Screwfix maintains an honest work culture by instituting an employee feedback loop which passes every two weeks. At Dreamworks special perks are provided along with paid opportunities for members from different departments to work on common outdoor activities.

Source:http://m.mysanantonio.com/news/article/5-Companies-Getting-Employee-Engagement-Right-10822687.php

While en number of organizations are grappling with methods to increase employee engagement, the recent study by Gallup has clearly confirmed that only about a third of US employees are. While there may be several reasons contributing to this, one factor previously ignored is the mismatch between office and personal use technology. The technology used for personal causes is far superior to office use gadgets. This in across work streams. Corporate training for example still relies on content generated one time by the senior leadership or HR unlike the user generated entertainment options provided by Netflix or Amazon for example. Informal networks get built, but organizations are still structured into silos. There is a need for increased transparency through holistic feedback loops. Employees also get ponderous corporate communication instead of precise content. Once such improvements are established, some challenges will still plague their development such as privacy norms once even greater quantities of data get generated than at present. There could be a lot of misinterpretation of such data leading to wrongful insights driven. Data could get misused leading to doubts regarding the integrity of the stakeholders involved.

Source:http://www.forbes.com/sites/chriscancialosi/2016/11/30/the-tension-between-technology-and-engagement-in-the-workplace/#2b9813e03704

It is well known that being recognized at a work is a major part of motivation. However, as business research conducted by OC Tanner clearly identifies, giving credit to others also beings such motivational benefits. Eighty percent of the respondents in the survey from across Australia, India, Canada, Singapore, the US and the UK mentioned that they would feel inspired to work harder once they recognized others’ achievements. This figure goes further up among the millennial generation. In a related survey by Wakefield Research, it was realized that more than ninety percent of survey respondents would be motivated to do more work if others were privy to their goals.

Source:https://www.bna.com/employee-peer-recognition-n73014448785/

It is recognized universally that an engaged employee base is ideal for enhancing productivity. Thus some methods have been identified which are ideal approaches to do the same. First of all it must be realized by companies that all good performers at executive levels cannot become top managers. This is due to them lacking those holistic skills for which intensive training has to be provided. Some companies traditionally possess a good reputation for employee engagement and such practices have been proven to stimulate professional satisfaction. Talent management best practices must not be one-offs but sustainable as only then will the positive outcomes reflect. The company must also look after the physical and emotional contentment of the employee. Most importantly, a sense of gratitude must be built into the company so that the employees know that they are valued within the organization.

Source:http://www.bizjournals.com/bizjournals/how-to/human-resources/2016/11/5-pillars-of-successful-employee-engagement.html

Employee engagement isn’t something that ought to be consigned to the dustbin after the onboarding process is over. Instead it must remain pervasive as engaged employees at much more productive. Business research provided by Gallup suggests that only thirty percent of US workers are engaged leaving vast chunk less productive than capable. Gamification is one method by which such engagement may be achieved. Like the wearable Fitbit which customers have already adopted, the productivity enhancing app, Task Hammer is already using gamification. Even video games which operate on the same principle can lead to long term improvement in cognitive abilities. Gamification can stimulate motivation due to the leader boards that are developed during the game play. A spirit of competitiveness engulfs the team members. Through such meaningful stories, directly linked rewards can be realized by those participating. Also real time deadlines exist in game play as well. Employees will understand their own capabilities and how much they can bet on themselves to achieve certain tasks. The analytics that the games throw up can be used up by the talent management team to identify weaknesses that can be worked on as well as the inherent skills.

Source:http://www.cio.com/article/3143955/gamification/how-to-use-gamification-to-improve-employee-engagement.html

It is a well known fat that in today’s scenario, talent recruiting is a massive challenge for all forms of companies- big or small. The recruitment process has become candidate-driven due to the shortage of really good talent. However, a study conducted by Lighthouse Research and Advisory’s debunked the myth on parameters that are important during recruitment. Less than half of professionals who were surveyed rated candidate search and sourcing methods as crucial. Majority rated talent engagement and attraction as most important parameters. In fact the most savvy of recruiters are now using sophisticated data backed business analytics to drive out the chaff and only keep the valuable prospects for the formal selection process. Also not all analytics are useful, so it is important to have a strategy in place which will weed out the unnecessary ones. Some of the best ways to find talent, attract them organically, and engage them have also surfaced post this study. For talent acquisition, employee referral programmes, initiative recruitment and pipelining have been identified as the right means. For attracting such job brand building, advertising, and social media marketing have similarly been chosen as the ideal ones. And for keeping such high value employees engaged, the best methods discovered have been CRM, building talent communities and experience management.

Source:http://huntscanlon.com/talent-engagement-important-ever/