While celebrating the birthday you can keep some same games also.

Game which are more on team

develpoment (you can find it on net).

Other than this you can keep small games like pulling of rope, basket ball, passing the parcel, ballon
bust etc, I have triend and implemented in my organisation and it has treally help.
As suggested by Pradeep, please go through the link, which have various views.. adding on to it, you
can set a theme & ask people of that particular bay/floor/cabin to decorate their place according to
that theme, the best fitting bay / floor can be gifted with something. By doing this, you will find for
yourself the motivation & team work. You can set a weekly / monthly newsletter, ask for volunteers
for editing works. You can invite people to write short stories, jokes, poems & share their interesting
experiences. Publish it on the notice boards / promote it online (internal). Best articles can be
awarded, you will find a lot of differences & bring in togetherness. Even business notes, achievements,
best performances, innovative ideas of process improvements & other things that needs to be
highlighted can be a part of this newsletter, this will give high energy/motivation for the employees to
see their names getting published through some medium.

@ birthday celebrations instead of presenting greeting cards, you can purchase a white or any light
colour T-shirts, ask all the staffs / team members to sign in the t-shirt & gift it to the b'day baby after
cake cutting & b'day bums celebrations are over ;). Also ask him to wear it & take group photos. This
idea will definitely be touching & it will be a gift & celebration which will be at his/her mind forever..

Hope the above ideas are of some use to you. Share your experience/ideas, so that we can also learn
new things.
1) In a group, when you are sitting.. everyone should speak one alphabet in sequential manner like A,
B,C,D.. & once the person pronounces the alphabet from which has name starts, he is Out. The one
who stays till end, is a winner.
2) Everyone should take name of some city name... other one should take previous person's city
name + his own city name & chain goes on.. the one who misses the names in between is Out.
3) You can go for Tambola (cutting the numbers from sheet provided as per the number announced
randomly by referring any book & one who completes the number sheet first is a winner)
4) You may one by one, ask other person to share the qualities, suggestions about every individual
who are the part of this get together.

hi the following could be done:

1) drinking water competiton

2) eating somethign -biscuits,cake, banans
3) situps
4) lighitng candles
5) picking up things in a bucket
6) making paper planes
7) speak on a particular person- restrict the words n negative
To begin with, let me welcome you to hrlink, a great place to be. I am sure you would enjoy your stay
here.

My take on Employee engagement :

Employee engagement is a wholesome term, which is measured in terms of various factors.

Engagement of an employee to his firm is studied under three heads - fully engaged, partly engaged,
fully dis-engaged.

To classify if an employee is engaged is not depends on a multitude of factors like his subordinates,
peers, superiors, his emotional state, financial problems, family problems, recognition for work done,
office environment, etc.

Some details about each of them:

Subordinates/Peers/Superiors : An employee's engagement levels depend not just on his work but
also the work and attitude of his subordinates, peers and superiors. Unless there is a congenial work
environment, bias free culture, employees are never engaged. Rather it gives rise to a state where
some percentage of employees are partly engaged and some others are fully dis-engaged. There
might be a very less percentage of employees who would be fully engaged. Emotional/Financial/Family
factors : External factors like the current emotional state of the employee would also determine the
engagement levels of the employee. In case of an employee who has lost his motivation because of
external factors, it would need identification and counseling, which often helps. In case of Financial &
Family problems too, he would be fully-disengaged. In such cases too, counseling helps. This is purely
personal in nature and might not impact the overall team/floor/organization, but unless it is addressed
immediately, it might turn into an issue which would have a ripple effect on the team morale.

Recognition/Office environment : Employee engagement also depends to a large extent on the

rewards & recognition policies of the organization. In fact, Gallup does this Employee Engagement
surveys where an employee is asked twelve simple (patented) questions and the results are calculated
on individual, team, group, organization levels to check for Employee Engagement levels. One of the
questions is "Have you been recognized in the last seven days by your superior ?" This underlines the
importance of recognition at the work place.

Cheers !!! hanks for the detailed information Harish . It was indeed very helpful. I was very curious to
have a look at the remaining 11 questions coz it would actually help me analyze the engagement level
of my employees at work and hence quickly managed to get the questions.

Here are the 12 questions to measure Employee Engagement:

• Do you know what is expected of you at work?
• Do you have the materials and equipment you need to do your work right?
• At work, do you have the opportunity to do what you do best every day?
• In the last seven days, have you received recognition or praise for doing good work?
• Does your supervisor, or someone at work, seem to care about you as a person?
• Is there someone at work who encourages your development?
• At work, do your opinions seem to count?
• Does the mission/purpose of your company make you feel your job is important?
• Are your associates (fellow employees) committed to doing quality work?
• Do you have a best friend at work?
• In the last six months, has someone at work talked to you about your progress?
• In the last year, have you had opportunities at work to learn and grow? Thanks RK & Rinku.

Thanks Rinku for the questions. The questions are available as :

1. Do I know what is expected of me at work?

2. Do I have the materials and equipment I need to do my work right?

3. At work, do I have the opportunity to do what I do best every day?

4. In the last seven days, have I received recognition or praise for doing good work?

5. Does my supervisor, or someone at work, seem to care about me as a person?

6. Is there someone at work who encourages my development?

7. At work, do my opinions seem to count?

8. Does the mission/purpose of my company make me feel my job is important?

9. Are my co-workers committed to doing quality work?

10. Do I have a best friend at work?

11. In the last six months, has someone at work talked to me about my progress?

12. This last year, have I had opportunities at work to learn and grow?

The source ishttp://www.studergroup.com/newsletter/Vol1_Issue1/gallups12questions.htm

Having said this, let me state it that these are patented questions and their patent rights are with
Gallup. I had the good fortune to be a part of this particular questionnaire and have seen it working
effectively. In fact the results were amazingly objective, a dream for any performance evaluation
team.