Three Ways to Get the Best out of Your Employees this Holiday Season

Employee Engagement

It is indeed the most wonderful time of the year. Sounds of golden bells, glimpses of Christmas & New Year decorations are around and the cool breeze is all set to make people feel lethargic and unproductive at work. Holidaying and partying, that’s employees wish to experience in the last month, last week of the year to express their happiness. With all this on, you as an HR head of the company must be anxious about the overall productivity, which is getting lost from the employees’ end. You can neither push employees to work as energetically, as they were working all throughout the year nor you can reduce the number of their vacation and make them complete their pending tasks.

While, you must be ready to bid a happy farewell to year 2016, it is vital that you devise a strategy that can bring productivity results in the year end too. How can you prepare your employees to work enthusiastically in the holiday season and prepare for the New Year?

Here is the secret.

Employee Engagement

1. Devise a memorable employee engagement strategy

You know that nothing happens without a reason. Employees in a holiday mood do not work harder unless they are getting a good morale boost. So, to get the best out of your employees in this season, all that you can do the most is engaging your employees in the most incredible way. Throw random parties inside and outside office premises on the occasion of Christmas & New Year’s eve. If they get a time to party, they will feel energise and they will bounce back to put that extra efforts resulting in higher productivity.

2. Surprise your Clients & Customers

Just like clients, your employees are most important to you. Employees bring you business and in return you owe them a surprise in the year end. The simple reason is to reach to their heart so that they remain connected to you. Train your employees to create special mention of gestures on Christmas & New Year and reach out to your clients. Whether you gift out corporate vouchers, send memorable greeting cards, company products with an inspiring message or simply a free service or discount on your products. They will feel all the way more valued with the way you will surprise your clients and the productivity, which would turn out from employees for this activity would be way beyond your imagination. After all, it’s the year end and that has to be productive yet memorable for employees, as well as, your clients.

3. The Employer Branding Way

Employer branding is not just about promoting the business but also about using the budget wisely.  The best decision you can probably take in the holiday season is by making your HR aware of how they must use the budget wisely to promote the employer brand. And, when they will work hard on this strategy, sales will come in. Understanding the importance of an employee engagement and employer branding strategy is crucial at this stage. The timing of the strategy should be in-line with the occasion with a clear objective in the mind. They should understand the risk associated with the same if it goes wrong and plan accordingly.

When employees are motivated, you can be sure of the results they will be delivering to the organisation. Taking a step towards employee engagement strategies in the holiday season can go miles in achieving great results in the year end.

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Gender Bender Policies: Deutsche Bank to Offer Male Employees 6 Months’ Childcare Leave

deutsche bank

In a first major step towards breaking gender stereotypes, Deutsche Bank India has finally succeeded in delinking parental leave policies from gender. From 1st January 2017, the bank will offer same quantum of parental leave—parental leave policies for childcare in India—6 months of leave to male employees as well, if they happen to be primary caregivers.

deutsche bank

This new leave policy is being rolled out across all offices in Asia Pacific. An internal note that was circulated among all employees in the region stated that the new parental leave policy focuses on the responsibility of new parents or caregivers rather than tie up the parental leave to gender. This move obviously replaces what was earlier termed as maternity leave policies. It also covers surrogacy and adoption and aligns it with parental leave entitlements. The note stated that, “Deutsche Bank employees who are new parents can choose to either be the primary caregiver or the non-primary caregiver within the duration of the parental leave”.

The main caregiver or the one who takes primary responsibility for caring his/her child during the bank’s typical work hours is eligible for the leave. The policy is expected to provide greater flexibility and choice for parents to take care of their newborn or adopted child alongside with their work life.

It is usually assumed that the woman or the mother is the primary caregiver since she gives birth to the child. But, of late, there has been a trend of men partaking in childcare responsibilities. In the words of Madhvi Lall, HR Head, India, Deutsche Bank, “The new policy will fight several unconscious biases that are prevalent in society”.

Regarding the policy, Lall further said that, if a male employee happens to be a primary caregiver, he can now avail up to six-months of leave, after giving an official declaration regarding the same. If an employee’s wife is required to return to work in three months after childbirth and the husband (DB employee) becomes the primary caregiver for the child, he can avail of the new parental leave benefits.

Similarly, the primary caregiver concept in cases involving surrogacy and adoption would also be applicable to men now. Lall said the practices currently used to onboard women resuming work post maternity will also be applicable for men when they return to work post childcare/parental leave. In June 2016, Deutsche Bank India had revised its maternity leave policies from 16 weeks to 26 weeks (inclusive of public holidays and non-working days), while paternity leave was revised from 5 to 10 working days.

On the other hand, employees who are non-primary caregivers can continue to take 10 working days paid leave after the birth of their child or adoption of a child below 7 years of age.

It can be said that Deutsche Bank India’s policy changes towards parental leave is a step ahead in the overall leave policies practiced by corporates in India. Other corporate organizations should also try and imbibe certain ideals from Deutsche Bank India.

Source: The Economic Times

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11 Unbeatable Ways to Build an Engaged Workforce

Engaged Workforce

According to Gallup, “engaged employees are those who are enthusiastic about work and involved in their workplace”. However, a majority of employees are not concerned, they do not hold much concern for their organisation’s performance or their performance. Consequently, important economic indicators such as innovation and growth are at risk.

In the following post, we will discuss eleven creative ways that can help organisations to create and retain an engaged workforce.

Why developing an engaged workforce is a priority?

Engaged Workforce
Img. Src. Digitalist Magazine

Every organisation’s success is significantly on its people and to keep them engaged just is not a cake walk. Human Capital is the key to success for any company – get it wrong and you may experience higher levels of absence, low morale and reduced levels of motivation.

Improving employee engagement is essential for some reasons.

– A boost to the bottom line

– Talent retention

– More proactive workforce

– Increased innovation & productivity

And the list continues.

The benefits are relatively apparent and well-recognized.

Engagement cannot be imposed. It is about creating a cultural shift in the way organisations perform.

What organisations do differently to create an engaged workforce?

1. Induction & Onboarding

Most companies overlook the importance of delivering effective induction and onboarding experience to new hires. Nonetheless, when people start a new job they expect a “WOW experience”.

Conducting a successful induction program can be leveraged to impart the knowhow about tasks needed to perform successfully and productively. Moreover, through onboarding, people get to engage with organisation’s values and culture.

2. Give them a purpose

Employees who comprehend what they are working towards feel a greater sense of purpose. Employees wants to understand:

–  The organisation’s strategy and objective

– How their role contributes to the enterprise’s success

Therefore, provide an opportunity for employees to raise concerns and ask questions. Increase the communication flow and keep it consistent.

3. A sense of achievement and being valued

Every employee wants to know how he or she is contributing towards business success. They need to know how their success will be measured & what achievements are important. They want to be recognized and intends to feel that their efforts are valued.

In creating the engaged workforce, clear communication around recognition and achievements for quality works can go a long way.

4. Diversity of thought

To engage the workforce organisation must include them and their varied ideas. Thus, it help employees provide an honest opinion, feel that they can be themselves and share different perspectives. Such diversity of thoughts makes them feel their opinion counts, while helps them to think differently.

5. Learning & Development

People wants to be good at their jobs. Employees expect from their respective organisations to care about investing in them. Given how rapidly work world is transforming, Learning & Development is a critical tool in fostering staff and growing their skills.

6. Performance based bonuses & salary

While an annual salary appraisal and review is important, in recent year’s performance based bonuses have motivated and engaged employees. Nonetheless, there is no one-size-fits-all approach, so talk to an individual employee about what they value. Also, ensure what objectives must be met to be eligible for a bonus.

7. A sense of being treated fairly

“People leave managers, not companies”, it is a most common and honest saying in the work world. Employees want to feel they are treated fairly and respected by a manager with strong leadership skills. They look up to someone who is trustworthy, dependable and who they can work collaboratively with. Building the right culture of engaged workforce demands such leadership skills at all levels.

8. Flexible work practices

Flexible work policies on their own will not improve employee engagement. Nonetheless, once organisation accomplish high employee engagement and motivation levels, it is an attractive incentive that will support to keep it there. Moreover, flexible work practices are just as important for working fathers as it is for working mothers.

9. Do not ignore the contractors/temporaries

Follow the same engagement and motivation practices for contract workers as you do for permanent employees. To gain the most value engage them as well.

10. Offboarding

A satisfactory offboarding is as important as onboarding in every organisation. A good offboarding experience can help them email engaged with organisation’s brand. Moreover, such employees provide positive reviews on Glassdoor and similar websites which significantly affect the perception of prospective job candidates.

11. Leverage technology

Disruption in technology, more Millennials entering the workplace and employees becoming tech savvy, consider how technology can impact employee engagement. This includes using collaborative tools for business, gamification and online delivery of training.

When managers help employees to develop and grow through their strengths, they are more than twice as likely to motivated and engage their team members.

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5 Reasons Why Companies Should Offer Remote Working Opportunities

Remote Working Opportunities

When employees carry out their duties, away from office it is referred to as remote working. These days, this kind of a trend is on the rise and gradually Indian employers are also opening up to the idea of offering remote working opportunities to its employees.

With a huge upsurge in globalisation, corporate organisations in India are also opening up to the ideas of offering its employees the privilege of remote working opportunities.

What do researches reveal about remote working?

In a research conducted on remote working by HR service provider Randstad India, 53 per cent of Indians said that they prefer telecommuting, while 47 per cent prefer to work from office every day.

Surprisingly, almost equivalent numbers of male (52 percent) and females (54 percent) mentioned that they would highly prefer remote working opportunities that onsite working and this preference was much higher among professionals aged 45 and above.

Ipsos, a global research company also conducted a survey in this regard and found out that nearly 57% of employees in India prefer work from home or actively seek remote working opportunities.

In the words of Biswarup Banerjee, Head of Marketing Communication, Ipsos in India, “With increasing traffic, abysmal road network and poor public transport system in most of the large metropolitan cities in India, employees are increasingly opting to telecommute; thanks to the availability of mobile computing devices to save time and energy and devote more time to actual work”.

With digitization foraying into every corner of our lives, communication has become just a click away. The world of employment and recruitment is no exception and professionals are also reaping the benefits of the same.

Remote working opportunities—How companies can benefit?

Remote Working Opportunities
Img. Src. FlexJobs

On the other hand, employers must also understand that if they embrace the option of remote working opportunities, chances are that, they will benefit from the same considerably. But, how will the practice of remote working opportunities benefit employers? Here’s a look:

#1. Happier employees along with increased productivity

It has been noted that when an employer offers remote working opportunities, employees turn out to be happier. This is mostly due to the sense of freedom and responsibility that they have in a remote working set up. A happy employee is usually satisfied with his work and therefore tends to be more productive; and happier employees definitely ensure more productivity. In a remote work setting, employees feel more satisfied and less micro-managed, and this is precisely the reason why they turn out to be more productive.

#2. Remote workers cost you less

Hiring remote workers can actually cost a company much less than thought of. Experts are of the opinion that, encouraging different ways of working and especially remote working, allows companies to reduce their rent and property costs; it also enables in curtailing ergonomics costs.

#3. Absenteeism can actually be good

Absenteeism in the remote workplace scenario is not the one we actually think it to be. Absenteeism in a remote workplace refers to the concept of being “physically absent” from a particular domicile, but available for working. This refers to the ‘remote from office’ absenteeism. The ability to work remotely or by being “physically absent” at times works as a good motivation for employees by instilling a sense of responsibility and rendering them more productive.

#4. Reduced turnover

Offering remote working opportunities, easily implies that employees have more freedom and this definitely makes them happy. Surprisingly, it has been noted that when employees have the freedom to work on their own, productivity naturally goes up and turnover rates are substantially reduced. The ‘flexibility’ factor works in favor of the employees and this leads to them being not only happy but also continue to work for a longer period of time, for such an organization.

#5. More engaged employees

Engaging employees is a challenging task that most organisations have to face these days. However, if an employer offers remote work opportunity, chances are that he or she will have more engaged employees.

It has been proved that employees, when given the opportunity to work remotely, tend to be more engaged. This is because, by virtue of the geographical differences, employees tend to feel more responsible and it is this sense of responsibility that makes them more engaged at the workplace.

Needless to say that when employees are more engaged, employers will benefit in the long run.

The remote work revolution has been rumbling across several industries now and numerous companies are not only opening up to the idea of offering remote working opportunities, but also leveraging the benefits of the same. So, if you are an employer or a head HR in an organisation, and thinking about revamping strategies, you may consider the idea of remote working opportunities.

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CareerBuilder India: Confluence 2016

CareerBuilder India Confluence 2016

November comes And November goes, With the last red berries And the first white snows” – Clyde Watson

Yes, the autumn month of November does come and go, bringing along with it red berries and white snows. While this November could also have passed by like any other, but for CareerBuilder (CB) Team India, it will always remain special.  The events of the month will linger in the memories of CB Team India for eons to come.

Team India held its annual meet titled, Confluence 2016 from November 10th to November 13th at Kerala—the land of beautiful back waters, azure lakes and of course spices. The event was a mix of fun, leisure activities, some business discussions, competitions and of course revelries.

Zuri Hotel was the host for the event and gave Team India a grand welcome. Located right beside the Vembanad Lake, the property was class apart, with most of the cottages and rooms overlooking the lake. Needless to say that the property succeeded in recreating a ‘mini Kerala’ with the manicured lawns and trees all around.

Day 1: The first day, witnessed the arrival of Team India followed by a lavish lunch. Leisure activities like boating and chilling at the poolside were some of the  activities were thoroughly enjoyed by the employees. A karaoke party along with drinks was slated to take place at the poolside in the evening. Employees tried and tested their skills at singing at the karaoke evening while sipping on the drinks and also shaking a leg along with it.

Day 2: Second day’s event started off with a business discussion by the heads of the organisation followed by employee presentations. The employees were divided into six living groups and were given certain tasks to complete, upon which they were ranked. The first was analyzing a case study and coming up with their presentations and in the second task, a case was given impromptu, which was to be solved and presented by each group.

The best living group in each category was given Amazon vouchers worth INR 5000/- each.

CareerBuilder India Confluence 2016

 

In the first task, each group presented their case studies accordingly; some were good while some were average. Some were engaging, some not so engaging. But what drove the overall exercise was the spirit with which each team performed. Energy, excitement and enthusiasm exuded in each member of the groups.

Before the sunset, the CB Team India, embarked on a Backwater Cruise in the azure waters of the Vembanad Lake. Revelry spirits could not be curbed as employees indulged in casual jigs along with chilled beers and music being played at the background.

Post cruise, the evening was slated for a DJ night where each and every employee took to the dance floor and unleashed the Michael Jackson within them. The same conference room was transformed into a dance floor with psychedelic lights and a bar where everyone indulged in some merrymaking. The same evening observed the achievers of CB Team India for the year 2016 being honored with prizes.

Once the event was over, all hit the dance floor again. Everyone danced till they dropped and the night finally wound up with a lavish seven course dinner.

Day 3: the next day, – post breakfast, saw the living groups being given an impromptu task where the members posing as CEOs of CB, had to come up with a concrete plan in order to ensure more business and growth for CB. The task witnessed much nerve wracking and brain teasing on the part of the members of each group and finally coming up with their ideas. Presentations based on the activity gave an interesting insight into business ideas and of course the team spirit. Some presentations were truly noteworthy while some required some more efforts. Nonetheless, the second session of presentations equally showcased the team spirit of each member and of course their commitment towards assigned tasks.

Post lunch the living groups took part in the Kerala Boat Race competition. The six groups were clubbed into two and they took part in the boat race competition at the water body within the property premises. Each and every member took up on them the responsibility for the job and executed the same with utter perfection. Team spirit and a competitiveness was evident here as well. Finally, at the end of the relay, the winning team took away the trophy.

On the final day of Confluence 2016, the coordinators organised a cultural evening with Kerala Theme Party. The event required the employees to dress in the traditional Kerala Mundu attire and assemble at the banquet hall where a cultural program was organized. Danseuses performed traditional dances like kathakali and koodiattaym. A short performance of the traditional martial arts kalaripayuttu was also showcased by professional dancers. After a gala dinner, every one assembled at the banquet hall where the winners of the living group presentations were announced. The winning group received gift vouchers worth INR 5000 (for each member). Finally, the event came to a conclusion after a small JAM session. Individual gifts were also given to each and every employee of CareerBuilder India.

Next morning, after breakfast, CB Team India bid goodbye to Kumarakom and left the Land of Spices with a heavy heart, looking forward to the next Confluence.

November 2016, was after all a memorable month for CB employees, not for red berries and white snows—but definitely for some red wine and the bright autumn sun.

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8 Incredible Employee Perks that Truly Exist

employee engagement

According to the Glassdoor, approximately 57% of all employees say that benefits and perks are among the top things they consider while deciding to accept a job offer. And nearly 80% of employees say that they would prefer new benefits, like sabbaticals (paid time off) or health insurance, over a pay raise. Company perks are probably the best way to keep a check in employee engagement.

These days, while there is stiff competition in the job market, and millennials switch jobs every two years, employee engagement is a challenging task. Employers do need to come up with innovative ideas to ensure employee engagement. Therefore, companies are moving beyond free food, on-site gyms and pension plans in order to attract talent. In the words of Scott Dobroski, career-trends analyst, Glassdoor, “Benefits and perks matter because of they are an added piece of the total compensation puzzle”.

Incredible Employee Engagement Strategies

employee engagement

#1. Onsite Health Assistances

How about massage after an hour-long presentation followed by a meeting? Well, onsite health assistances such as a massage, onsite acupuncture and improve certain employers offer classes. Whenever you are tired and looking out for a scope to relax, just rush to the massage parlour. Get a session and come back completely rejuvenated.

Companies like Google and Twitter fall under this category where onsite health assistance are offered as employee engagement tools.

#2. Happy Hours at Any Hours

It might come as a surprise, but drinking on the job are allowed in certain companies; which is in moderation of course. Whether it’s organising whisky Fridays or providing beer vending machines on-site, or giving employees, 24*7 access to a fully-stocked bar, some companies have started offering alcohol as an incentive to ensure radical employee engagement. Employees do not only appreciate this kind of a gesture, but employers have also found that, letting employees socialise over beer results in good team-bonding.

#3. Egg Freezing Policy

Not so long ago, Apple and Facebook made headlines when they announced the policy of egg freezing to attract and engage more female employees. Yes. It is one of the rarest and of course an incredible employee perk, offered by any organisation so far. Female employees can choose to avail this policy and thereby reap the benefits.

#4. Nap Time

Have you ever fallen asleep on the job? Or at least you were somewhere close to it? Well, some companies do offer nap time as an employee retention strategy. Companies like Google and Huffington Post advocate the idea of napping at work. It is believed that a short or power nap at work can boost productivity.

#5. Paid Sabbaticals

Paid sabbaticals are no longer meant for college professors. These days, even the corporate sector employees can avail such benefits. Some well-known companies like Google and Adobe offer paid sabbaticals to staff. At consulting firm Deloitte, employees can choose from partially paid 3-6 months leave to a fully unpaid leave for a month. During this time, they can opt to do whatever they feel like—travel the world, pursue a course or enhance their existing skills.

Studies have proven that when an employee comes back from a sabbatical, he or she is much more rejuvenated and energised to perform better at work.

#6. Gender Reassignment

Do you find it surprising? Well, gender assignment is a typical employee perk provided by very few organisations. Among them, global IT giant, Accenture is known for its policy of gender reassignment. As an initiative to its commitment to the LGBTQ community, the organisation has offered the policy of gender reassignment to its employees belonging to the LGBTQ community.

#7. Death Benefits

Death benefits are probably one of the unique employee benefits provided by any company. Pioneered by IT giant Google, in this benefit, the spouse of a deceased Google employee receives 50 percent of their salary for the next ten years.

#8. Pets at Work

Allowing employees to bring their pets (mainly puppies) at work is one of the unique ways of indulging in employee engagement. This move not only relieves employees about the worry of finding a pet sitter, but it can also add some factor of fun at workplace. Companies like Nestle and Google offer this unique policy.

These are just a few ways employees are getting creative to stand out from their competitors and ensure high employee retention rate.

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Managing Workforce Preference – Challenges and Solutions

Workforce prefernce

Workforce diversity affects how managers interact with team, development of interpersonal relationships and how employees related to each other. It also influences the HR functions, such as recruiting, training, record keeping and requirements of Human Resource staff experience. In many ways, workforce preference (or workforce diversity) holds the HR department accountable and increases their responsibility for functions mandated by law.

Types of workplace diversity

Immigration, multinational corporations and technology have all congregated to a diverse, productive workforce. Here is a quick sneak peek to forms of diversity in workplace:

Age. At any given time, there may be 3 or 4 generations at work. Millennials and baby boomers both bring different experiences, strengths and worldviews to the modern workplace.

Ethnic. The global organisation must value the talent beyond the cultural barrier. Statistically speaking, Asian, Blacks, Latinos and Native Americans all played roles in creating industries.

Religious. There is no deny that religious diversity in the workplace has particular set of challenges. It may be especially so for employees who wish to live consistently with their beliefs in an enterprise that are expressly non-religious.

Workforce preference – Challenges

Workforce prefernce
Img. Src. Corning

1. Recruiting

Workforce preference goals need amendments to recruitment tactics or outreach to recognise a diverse pool of qualified applicants. For instance, posting requirements including, “equal opportunity employer” are functions of Human Resource that inspire diverse candidates to submit their resume for consideration.

2. Training

Business leaders look to HR staff to supply in-house diversity training resources or recommend diversity trainers. HR is involved in identifying whether to make diversity training obligatory. Also, HR functions include contracting with diversity experts or consultants or evaluating training modules, which are suitable for the workforce.

The pronouncement to mandate workforce diversity training is a strategic role of Human Resource. It comprises an evaluation of workplace culture and if informal activities are sufficient to support the organisation’s workplace diversity philosophy or whether managers and supervisors would benefit from mandatory training.

5 ways to manage the workforce diversity

Workforce diversity means bringing together people of different age groups, ethnic backgrounds and religions into a productive and cohesive unit. Today, the marketplace has become a more global concept with the emerging communication technologies, including smart devices and internet. To overcome the mentioned above workforce preference challenges follow these 5 smart ways.

1. Rate the qualification

When hiring rate the qualifications of the candidate based on her experience, not any other category. You will be able to manage the workforce preference in your organisation when you hire a diverse but qualified workforce.

2. Hiring, promotions and appraisals – all must be based on employee performance

Avoid the inclusion of ethnic background, tenure or any other category into your HR policies. Hire, promote and appraise employees based on their performance only. The first step of managing the diversity in the workplace is an implementation of robust HR policies of equality.

Once these HR policies are in place, the organisation can start executing workplace diversity measures throughout the entire company.

3. Encourage employees to report all instances

Whether it is an act of discrimination or favouritism, empower your employees to report the issue. Make sure you have a definitive process in place for assessing and dealing with these concerns.

4. Motivate employee to support workplace diversity

Organise training for the entire staff on the benefits of diversity in the workplace. Encourage employees to participate and suggest best ways manage workforce preference.

5. Include diverse workforce when creating ad hoc groups and teams

Try to include all qualified members when creating special groups and teams. Comprising members of different ethnic background will empower healthy workplace relations.

 Organisations can benefit in many ways from having employees with differing perspectives and backgrounds. You not only able to access the larger talent pool, varied viewpoints. Also, diversity leads to reduced discrimination and brings vibrancy to the workplace.

 

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Generational Engagement: 6 Ways to Engage Gen X and Gen Y Employees

engaged workforce

Engaged Workforce

Employee engagement is a vast construct that touches almost all parts of human resource management facets we know hitherto. If every part of human resources is not addressed in appropriate manner, employees fail to fully engage themselves in their job in the response to such kind of management. The construct, engaged workforce is built on concepts like job satisfaction and employee commitment.

An engaged workforce is highly required for an organisation because engaged employees are emotionally attached to their organisation and highly involved in their job with a great enthusiasm for the success of their employer, going extra mile beyond the employment contractual agreement.

engaged workforce
limeade.com

Ensuring Generational Engagement: Gen X and Y

But, is there any kind of difference when it comes to dealing with Generation X and Generation Y in terms of an engaged workforce? How do employers engage millennials and Generation X and Y? What do they need to do to ensure that millennials remain completely engaged at the workplace?

Well, employers need to be a little more cautious while dealing with employee engagement with Gen X and Gen Y. They got to understand the psyche of the generation and then implement strategies accordingly.

Explained below are a few ways by which employers can choose to engage the younger generation. Take a look:

#1. Recruit smartly

Be straightforward and honest while it comes to recruiting Generation X and Y. Make sure that you do not over promise and under deliver. Generation X and Y expect to be challenged and perform the type of work they have interest in; and they want to perform. Set clear expectations, clearly define goals and share organisational values along with beliefs from day one.

#2. Focus on meritocracy and not hierarchy

Gen X and Gen Y have particularly low tolerance level for political bureaucracy and do not buy the chain of command approach. They believe in open and honest communications. As an employer, if you really want to ensure an engaged workforce, out of these millennials, consider creating a workplace culture that is open and also offers some flattery to its employees.

#3. Sense of belongingness to the organisation

It is very important for Gen X and Gen Y to feel that that are a part of the organisation and their contribution matters to a great extent. They often seek careers that allow opportunities for social significance. Offer charity programs, allow time to volunteer and work on ways to connect the mission and values of the organisation to greater goods.

#4. Outside the box benefits

In order to create an engaged workforce out of Gen X and Gen Y, it’s very important to offer out of the box benefits. This generation enjoys the benefits that an organisation offers. As an employer do remember to offer substantial benefits to millennials. These may include, flexible work timings, work from home benefits, paid sabbaticals and much more. These will keep Gen Y and Gen X motivated and of course engaged to their workplace.

#5. Offer work-life balance

Work-life balance is something that Gen Y and Gen X always looks for. Employers have to ensure that they excel in offering substantial work-life balance their Gen X and Gen Y employees. They want to devote time to their families, while at the same time ensure they are able to face and overcome the challenges at their workplace as well. This is why, it is very essential that employers are able to offer an absolute work-life balance.

#6. Make it fun

Yes, try and create a fun culture at workplace and this will automatically ensure a substantially engaged workforce and thereby make employees happy and engaged. Indulge in small activities in making your office culture much relaxed. This will definitely work towards making and keeping employees happy and they will be able to give their very best at the workplace.

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