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Employee engagement is something that every company today is striving for. The oft quoted Gallup figure of less than a third of US employees and even half that figure globally being engaged gets mentioned increasingly. However, engagement may not mean the same as productive as a study has indicated. The correlation between increased engagement and some measurable metric to suggest productivity need not be clear cut but rather segmented into four categories. The first category shows the best of results as they are engaged leading to working longer hours so a win-win situation for all. The second risks attrition as employees work but aren’t engaged. The other cases are when the employee is engaged but hours worked aren’t longer and where they are neither engaged nor do they work long hours. When HR managers seek funds for corporate training programmes to enhance engagement, the productivity part must also be stressed upon as engagement solely on its own is incomplete. Surveys may be conducted to assess difficulties and behavioral data must be tracked for insights.



Human civilization has reacted to changes in the existing job structure of the time with similar changes to the education patterns. The industrial period led to the rigid K-12 system. Then with manufacturing taking precedence in India, the churn of engineers increased enormously. This took a further rise with the outsourcing of tech jobs to India from the developed western countries. But now with further changes afoot, the present education sector is being unable to cope up. There is a need to imbibe education for transformations such as Artificial Intelligence (AI), Cloud technologies, Internet of Things and Robotics. The traditional form of a master’s degree following a three or four year old graduation is fading away. Instead recruiters are looking at continuous education cycles through Executive MBA or online skilling portals. Indian universities are being unable to serve students through online courses leading to foreign universities taking away the numbers. Also the ministry must look to develop the AICTE or UGC as knowledge facilitators rather than gate-keepers as they are presently acting as.


Emotional Intelligence (EI) has wrongly been attributed to be all about being sweet or nice to people. Thus people possessing string EI skills have been relegated to the middle levels with few chances of growth. Instead emotional intelligence is one of the strongest instruments of talent management. EI can broadly be divided into twelve categories under four headlines. Under social awareness, there is empathy and organizational awareness. Then there is emotional self-awareness. Under the headline of relationship management, lie the categories of influence, conflict management, mentorship or coaching, teamwork and inspirational leadership. Someone who excels at conflict management can deliver honest, even brutal feedback to employees whenever required. Coaching or mentorship abilities are key to corporate training. Finally under the heading of self-management, lie categories adaptability, positive outlook, achievement orientation and emotional self-control. Someone with the proper emotional self-control can directly tackle people related issues rather than skirting around them. Thus the right doze of emotional intelligence can be one of the key attributes towards one’s career development.


The BIF Summit held threw up some interesting points on dealing with life and work pressures. It is important to reinvent oneself before developing business innovations or executing them at the workplace. The personal transformation must not be dependent on others, so due control must be taken of one’s own career path. The system of auto-pilot with limited control must be foregone to be replaced by proactive self-strategizing. The Good Life Organization uses an innovative ploy to rescue young people who have fallen on difficult times. It uses story-telling, videography and personal coaching to get the best out of them. After all, a second chance must be accorded to everyone. Individuals must also explore specks of positivity particularly at things they aren’t good at. This will enable them to locate their hidden talents.


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