Amitabh Sagar is HR Director for South Asia at Avery Dennison, leading HR strategy for Materials Group. With nearly three decades of HR experience, Amitabh has worked with leading organizations such as FirstMeridian Business Services, Poly Medicure, Perfetti Van Melle, Mahindra & Mahindra Limited, PepsiCo, and Mukat Group.
His extensive career spans across various industries, where he has successfully contributed to talent management, organizational development, and strategic human resource initiatives.
He holds a Master of Social Work (MSW) and a graduation degree in Psychology from Punjab University. He further enhanced his expertise by earning a PG certificate from XLRI Jamshedpur and a Leadership 4.0 certificate from IIT Kozhikode.
His leadership and passion for people development have helped him drive impactful change in every organization he’s been a part of, fostering inclusive cultures and aligning HR practices with business objectives.
Q1: What are the key elements of Avery Dennison’s employee engagement strategy?
At Avery Dennison, we focus on several critical pillars to drive employee engagement. These include clear communication, career development, recognition, well-being, and technology integration. Transparency is vital, and we make sure employees are aligned with the company’s goals and vision.
We encourage continuous feedback through surveys and one-on-one conversations to stay attuned to employee sentiments. Career development is emphasized with opportunities for growth, while recognition comes through formal awards and peer-to-peer systems.
We also have a comprehensive well-being program to support the physical, emotional, and mental health of our employees.
Q2: How do you keep employees engaged in a global, hybrid work environment?
Keeping employees engaged in a hybrid work environment can be a challenge, especially with teams working in different locations and time zones. At Avery Dennison, we use technology to maintain constant communication and collaboration.
We host regular town halls and leadership updates to ensure everyone is informed and aligned with the company’s direction. We also have virtual collaboration tools that help teams stay connected and work efficiently together, even remotely.
Pulse surveys allow us to gauge employee sentiment and adjust our strategies accordingly. Leadership remains visible and accessible to ensure employees feel supported, no matter where they are located.
Q3: How does career development contribute to employee engagement at Avery Dennison?
Career development is essential for fostering engagement because it creates a sense of purpose and satisfaction for employees. At Avery Dennison, we prioritize internal growth by offering various development opportunities, including leadership training, mentoring, and skills development programs.
We also encourage internal mobility, allowing employees to explore new roles within the company. This helps employees feel like they have a clear career progression within the organization, which keeps them motivated and engaged.
Leadership development programs are tailored to identify high-potential employees and provide them with the resources needed to thrive, contributing to long-term engagement and organizational growth.
Q4: Can you explain the role of recognition in employee engagement at Avery Dennison?
Recognition plays a significant role in maintaining high levels of employee engagement. We employ a multi-faceted recognition approach. Formal recognition includes annual awards ceremonies that highlight exceptional achievements across the organization. These public recognitions celebrate individual and team contributions.
In addition to this, we foster informal recognition through a peer-to-peer system that allows employees to acknowledge each other’s contributions in real-time.
Managers are encouraged to regularly recognize their team members’ efforts, whether it’s through a simple “thank you” or more substantial rewards. Recognition, both formal and informal, helps employees feel appreciated and motivates them to continue performing at their best.
Q5: How does Avery Dennison use technology to drive employee engagement?
Technology plays a central role in our employee engagement strategy. We use a range of digital tools to facilitate communication, collaboration, and feedback.
For instance, AI-powered platforms help us gather real-time employee feedback through pulse surveys and other engagement surveys. These tools provide us with immediate insights into employee sentiment and allow us to take quick action to address any concerns.
Additionally, we provide digital learning platforms to help employees enhance their skills and continue their professional development. Virtual collaboration tools enable remote and hybrid teams to work effectively, ensuring that employees can stay connected and engaged regardless of their location.
Technology allows us to streamline many aspects of employee engagement, making it easier to maintain an engaged workforce.
Q6: How does Avery Dennison support employee well-being?
Employee well-being is a core aspect of our engagement strategy. We recognize that employees who are physically, mentally, and emotionally well are more productive and engaged at work.
To support this, we offer a variety of well-being programs, including mental health resources, stress management workshops, and fitness initiatives. Employees have access to counseling services and mental health support, as well as wellness challenges and health assessments.
We also prioritize work-life balance by offering flexible working hours and remote working options. By fostering a healthy and balanced work environment, we ensure our employees remain engaged and capable of performing at their best.
Q7: What steps has Avery Dennison taken to make the workplace more inclusive and diverse?
At Avery Dennison, inclusion and diversity are at the heart of our employee engagement strategy. We are dedicated to fostering a workplace where everyone feels respected, valued, and empowered to succeed.
Our commitment to diversity enhances employee engagement and drives innovation. Through Employee Resource Groups (ERGs), such as those for women in leadership and racial and ethnic minority employees, we provide mentorship, networking, and support while shaping impactful diversity initiatives.
We actively track diversity metrics and work to improve representation at all levels. By championing inclusion, we create a culture that reflects the diverse communities we serve and thrive in.
Q8: How does Avery Dennison ensure transparency and feedback in its engagement strategy?
Transparency and feedback are crucial elements of our engagement strategy. We make it a priority to communicate openly with employees about the company’s goals, financial performance, and any changes that might affect them.
Regular town halls and leadership updates ensure employees are aligned with the company’s vision. We also employ feedback mechanisms, such as pulse surveys, that allow employees to voice their opinions in real-time. These surveys help us identify areas of concern and ensure that we are addressing them proactively.
Additionally, we have an open-door policy, where employees can provide feedback directly to leadership, ensuring that all voices are heard and considered when making decisions.
Q9: What is Avery Dennison’s vision for employee engagement in the future?
Looking forward, Avery Dennison is committed to continuously evolving our employee engagement strategy to meet the needs of our changing workforce.
As hybrid and remote work models become more prominent, we plan to further enhance our digital engagement tools to create a seamless and connected experience for all employees.
We’ll continue to prioritize career development, recognition, and well-being initiatives to ensure that employees feel supported, valued, and motivated. We also see increased emphasis on personal well-being, work-life balance, and inclusivity as central to future engagement strategies.
Ultimately, our goal is to create an environment where every employee has the resources and support to thrive, ensuring that engagement remains a key driver of our organizational success.
Thank You, Amitabh!
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