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User-Centric Employee Engagement

Manoj Puthan

Manoj Puthan

Head of Learning Services and Capability Enablement at Nokia

Manoj Puthan, Head of Learning Services and Capability Enablement at Nokia

Manoj Puthan, Head of Learning Services and Capability Enablement at Nokia 

All it takes is a global pandemic to make us realise how important engagement is to us as a species. And we do not all engage in the same way. The last 20 years has taught us that some people simply prefer digital environments to physical ones – and there is nothing wrong with that. However, it took the business world a while to catch up and now we are living in a world where most of us are in the office around 2 or 3 days a week.  

Manoj Puthan, Head of Learning Services and Capability Enablement at Nokia, explained how we should approach engagement in a world which has hopefully seen the last of its lockdowns and discussed: 

  1. What does engagement mean?
  2.  How Should We Foster Engagement?
  3. How Important Is User-Centric Employee Engagement? 

What Does Engagement Mean? 

“To me it’s a dynamic word,” he said, “what’s clear to me is that engagement is a journey, not a destination. There’s an interplay between how we communicate, how we understand others and the context of the situation. For me, engagement is a living thing; it’s the interplay between those concepts at any one time.”  

How Should We Foster Engagement? 

“Whether the environment is physical or digital, engagement requires a level of intimacy – and we need to understand this better,” Manoj claimed, “Obviously there’s a technology aspect as well, but it needs to facilitate the intimacy without diluting it. Technology cannot replace the authenticity of the process, but it can be a great catalyst.” 

How Important Is User-Centric Employee Engagement? 

“If you think about the overall context we have human, technology and business. When you put the technology in the perspective of the user, you can drive more meaningful experiences for the employee and drive performance for the employer. A one-size-fits-all approach really won’t fly. Employees need to feel psychologically safe, connected and that they’re understood. There should be continuous feedback to make sure that everyone is fulfilling a common purpose.”

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