Employee engagement and retention requires great care on the part of the company. As employees today ask for job satisfaction and work life balance, it is essential for companies to understand these needs and make sure they make an effort to fulfill the same. We at Pecon understand that this multiplies the interest and loyalty of the employees and make them better performers.
The HR department at Pecon understands that though salary and bonus play an important part they are not the only motivating factors for an employee. HR initiatives play a big part in building the perception the employees have about their organization. Pecon offers a congenial work environment in which employees feel they are a part of, being valued and certainly feel that they will surely think twice before moving on (as they will then feel that the organization care for them).
There are recognition activities like R & R being held here quarterly, more subtle ones like engagement activities i.e. the fresher's party, the quiz shows, the debate programmes, sports and games and the feedback programmes which greatly involve employees.
Employee engagement at Pecon is a two way process, it cannot only come from one party. It feeds the growth of both employee and employer and is the catalyst for an employee to reach the highest level in Maslow's pyramid, self-realization. HR at Pecon believes that employee engagement leads to inspiration.
An organization is made up of different levels of hierarchy, where not every person is the same. HR at Pecon believes that people do not leave organizations, they leave their bosses. The mechanical process of performance appraisal and salary increases do not really appeal to employees as much as they used to appeal about a few decades back. HR encourages a dialogue process between the top management and staff of the organization, because employees want to be known and respected by not only their immediate bosses but also higher management.
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