Posted on : 2022-08-21 21:22:34
Article : Good morning, Management Solution for the TASK 204- Organisations should function with the belief that the most powerful employer branding tool is to showcase personal and professional success stories of organization’s colleagues.
With this TASK and Solution of 204, readers may find many methods to motivate and enhance their employee’s capabilities. This article may be bit lengthy, but all efforts are put in to make it an interesting reading.
Our example airline company Indigo initiated “IndiGo Heroes” a campaign that was launched with the intent to showcase aspects of the organization culture of helping people maximize their potential at work and in their personal lives. IndiGo operates with the belief that the most powerful employer branding tool is to showcase personal and professional success stories of organization’s colleagues. These inspiring stories are featured in the Inflight 'Hello 6E' magazine, corporate website, intranet 'My 6E World', social media, as well as display boards 'Rendezvous Corners' at offices.
In addition to IndiGo Heroes, IndiGo has created another internal platform for employees to showcase their personal achievements, branded as 'We are Winners'. Through this platform select success stories' employees are invited for a special high-tea session with the Leadership team to share their story. They are also felicitated with a certificate & a gift voucher.
All recruitment specialists at IndiGo wear "Come fly with me" T-shirts at all the recruitment drives which marks them as a specialized IndiGo team on the hunt for best talent. The T-shirts have the caption "Get the power to make a change" on the reverse side which is a call for all talented people to build their careers with IndiGo and unleash their full potential. Underlying this initiative is the organization focus on making sure that the employee successes outside of work are celebrated and encouraging greater participation and involvement.
While the organization focuses on being "courteous and hassle free" for its customers, the same experience is extended to the employees through the "Flexi Flying" program. Flexi-flying option is a first of its kind initiative in the history of Indian aviation. The new flexible flying contracts for pilots include a total of 8 kinds of flying patterns and associated work contracts. This gives them a flexibility to opt for the rewards pattern they like the best and either choose for more monetary compensation or more time off. The crew can earn up to 15% more by selecting a flying pattern over and above the standard flying pattern. This flexibility helps drive performance and the at the same time offers convenience to choose what is best suited to individual needs.
Sector Pay is an incentive program for pilots and cabin crew which helps them maximize their earnings by choosing to fly additional hours. The program works on increasing incentive for every additional range of hours they fly over and above the standard hours of flying as per their contract. The concept of sector pay gives them a potential to earn compounded incentive up to 20% extra on the average base pay.
Organization focuses on offering an "on time" experience to customer is driven by encouraging employees across various front-line roles including airport operations and crew to minimize their unplanned leave and reward them for improved efficiency. Employees get a fixed amount as efficiency bonus if they do not take unplanned leave for 6 months. This has in turn helped in bringing a lot of predictability in operations by drastic reduction in no-shows of staff on duty. The longevity bonus also helps to underline the organization commitment towards efficiency by rewarding eligible employees to renew their flying contracts and be rewarded with up to 3 times their total pay for the month in lieu of their continued faith and commitment to the organization.
With the intention of bringing consistency in the organization's promise with each new hire, the airline decided to leverage their existing brand ambassadors (i.e. their existing employees) to invite their friends and families to build a career in flying. “6E Fly High and Family Fly” Programs were conceptualized to give a platform to the employees and even their families for an opportunity to build a career in flying. Over the years for many IndiGo employees, it was a dream for them to become a pilot. However, since the pilot training programs are expensive and there was no guarantee of getting employment post training, most of these employees never attempted to realize their dream.
With this feedback Indigo focussed on creating an organization to nurture dreams and careers, these programs were launched. IndiGo today sponsors 75% of the training fees for the top 3 students and 25% for rest of the selected candidates under the 6E Fly High program. The program also ensures that all the successful employees are given a role as a full-time pilot with IndiGo. The Family Fly Program on the other hand helps nurture the dream of the family members of the employees. Qualified family members can apply for pilot training and on successful completion of the training, they are assured of induction into the IndiGo pilot team. This program is one of its kind in the industry and helps reinforce IndiGo's culture by giving dream career paths to employees and their family members and at the same time maintaining consistency around the organization's guiding beliefs.
End point-Organisations while planning for capability enhancement programs for their employees they should plan bouquet of program alternatives, this is to enhance absorption level in majority of employees. This proves true with Indigo employee relation maintenance programs. This style applies to many other industry sectors by tailoring to their functional and organisation needs.
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