P-418 Psychosocial Wellbeing and Productivity Through Enhanced Employee Engagement in a Manufacturing Unit

Background High productivity and low attrition are often synonymous with engaged & motivated employees. The Manufacturing unit creates a conducive environment for employees where they feel valued, appreciated and enabled to realise full potential. Study aimed at assessing employee satisfaction score through engagement dimensions & intervention & effect on productivity. Methods Cross sectional study was done at 2 measurement points 6 month apart, with in-built engagement survey with 7 dimension scores. The survey measured employees’ satisfaction and engagement scores on various parameters like employee commitment, work, leadership, employee wellness, relationship with reporting managers, workplace ecosystem and learning and growth opportunities. Intervention comprised of implementing 15 action plans around dimensions devised to improve satisfaction and engagement in the organisation by 19 action groups, across functions and locations to work jointly with Human Resources Engagement Champions. A paired sample t-test was used to measure the pre–post intervention statistical differences. Confidence intervals (CIs) and effect size were calculated. A one-way Anova was used for potential confounders. Results The survey collected 357 responses (n=452, 79%). The mean difference in satisfaction score & engagement score from pre- to post-test was statistically significant; mean difference = 17.1% (SD = 8.8, 95% CI 14.7–19.5); p < 0.001. and mean difference = 19.1% (SD = 9.9; 95% CI 16.3—21.8); p < 0.001. The correlation analysis of engagement score with satisfaction score was moderate (0.4≤r≤0.59) and satisfaction score & productivity moderate to high (0.4≤r≤0.79) Discussion and Conclusions Targeted interventions to increase employee engagement influences satisfaction which leads to increased psychosocial wellbeing & employee productivity.