Yes!
You can do that… Economical minded management has not always been in favor
of employee engagement activities. In
fact, they have the wrong opinion that all the engagement activities are directly linked with any incentive or cost.
As HR leaders we are challenged to guide many changes and are
always enough optimistic and service-minded to their employees. If we need to
gain confidence from both, do something very diplomatically. It should be
effective as well as cost-free.
First of all, you have to make understand your Management
about the importance of employee
engagement. There are many merits of employee engagement. I believe the most important aspect is engaged employees' retention % is very high than
others.
Existing employee
retention is critically important for all organizations due to turn over
expensive and top performers are always driving the business. At the same time
it is equally important to ensure that new employee should be boosted and
engaged as they can give fresh ideas and contribute to new process change etc.
As a whole, it’s very crucial to retain new talents as they can also be a big
impact on the future of the organization.
I think the “employee connects program” would be a better option
for effectively engaging the new joiner. For doing this, someone has to be
given sole responsibility (preferably a female) for completing and monitoring
the task without any delay. Commonly a direct interaction between the hiring
officers to the new joint may also be a good option.
Let’s prepare a questionnaire/checklist/ script well in
ready to launch this. It should be fit for any role like “a barber's chair that
fits all buttocks”. Here I am attaching a script that I prepared for my
existing Company.
We can execute this connect program into two phases, one for
immediately after completing one week and another for after completing one
month.
Here you can find the process and phases of
employee engagement: