Organizations seek to maximize their profits and increase the productivity of their employees and employees seek to achieve satisfaction at work. Most of the time the challenge remains the same, how synchronized an organization and their employees are to each other’s success?
We are different individuals and with that difference we have different outlook, skill level, needs and expectations. In my quest to set employee engagement ideas, I decided to sit down one day and just talk. Started with general issues and came across to their engagement in the organization. Their expectations are different and given an effort can be taken care but the question is will that affect the productivity? If No, I don’t see a challenge saying YES to them and if it does affect the productivity then what is a way to work it around other than saying NO to them. We started prioritizing the expectations and improvising where we can fit them in our policies within a perameter. We do keep a buffer element in our policies so we can change a bit and make it more employee centric (within the parameter).
One important thought: Policies are made for people and NOT vice versa.
When we hire a candidate we put them on three day buffer from day 1. Come to office, sit, work and see if you can fit in our culture. Yes, before they leave for the day; we talk one on one with them to understand if they are going to fit in our culture or not.
Our exit interviews, we have renamed as “Last Casual Time” and here DO NOT discuss about theoretical questions which we find in almost every exit interviews. We keep it completely casual and try to understand the reason/reasons for their exit.
We do conduct anonymous surveys within our organization to understand how well are we doing as a team and we focus on every outcome of the survey and not just the majority. Surveys are conducted based on the analysis of exit interviews.
Few learning I have gathered with time:
1. Value your employees, they earn and you earn way more
2. Know them better, know their stories. It bonds really great
3. Emphasize on positive aspects of your employees and provide practical feedback
4. And above all, set your middle management strong and keep the hierarchy short