The owners/managers of SMEs develop the culture of their organization on the basis of their

wisdom, values, vision, creativity and intelligence. By their transformational leadership, they can
become the guiding force for their employees later resulting in extra ordinary outcomes. Present
generation of employees face the chronic issues of job insecurity, performance pressures and a
dynamic economic environment. Even after gaining expertise in an area there is no assurance of
job security.Along with employees, organizations all over the globe are also dealing with a huge
pressure of managing the workforce especially post recession. Importance of 'Employee
engagement' has been identified by the consulting companies and remains an area of interest for
many researchers and scholars. Employee engagement is a continuous process and is directly
proportional to employee's performance. Based on many theories and concepts given by many
authors, Seijts and Crim formulated the 10 C's of Employee Engagement: Connect: The extent of
employee engagement depends upon how employees perceive their relationship with their boss,
Career: Job enrichment and Job rotation must be promoted by the leaders in order to improve
employee's career prospects, Clarity: Clarity about goals to achieve and the way they can be
achieved drives organization's success, Convey: Good leaders establish systems in place to help
employees learn the required skills thus achieving required results, Congratulate: To be
exceptional leader praise your employees for their good deeds as it gives a sense of pride to them
and enhance engagement quotient, Contribute: Employees have an urge to know how their input
matters and they are making a meaningful contribution towards organization's success. Good
leaders help employees develop such a vision, Control: Leaders must empower employees to
take their decision as it infuses a sense of trust and build a culture where employees have the
authority to take the problems hands-on, Collaborate: Good leaders create a conducive
environment for the creation of such relationships where they can garner trust and cooperation.
Peer cooperation is a strong indicator of Employee Engagement, Credibility: Leaders must try
hard to enhance their company's reputation and showcase high ethical standards. Employees
always want to be a part of an organization for which they can feel proud, Confidence: Leaders
must try to take themselves to the pinnacle of high ethical standards and moral values so that
they can be posed as examples before employees. This creates confidence amongst employees.
Achieve Results: The process of Employee Engagement is result oriented. So the first key of the
model is about achieving the results. Craft Strategy: To achieve the results/goals, strategies need
to be crafted/formulated? Connect: Connection can be said to be a synonym of Engagement.

How well are employees linked to the other components of Engagement which may range from
their organization to their own happiness? Authentic: There must be an authenticity in Employee
Engagement. One must rise above superficial relationships and attain engagement which is
heartfelt. Recognition: A cogent Employee Engagement needs strong recognition. Is organization
seeing its employees and acknowledging them? Engage: Engage focuses on actions of
engagement. Engagement is a continuous process and to engage means to be a part of the
dynamic elements of work. Enliven work roles: Being in an organization many roles have to be
played in order to be engaged. One must be a part of those roles which contribute to healthy
relations, desired outcomes and engagement. Excel at performance: Result oriented engagement
can form a concrete basis for efficient performance management. Each employee must strive to
become a star performer in order to benefit the organization, customers and most importantly
themselves. Esteem Organization: Are employees proud to be a part of their organization? This
checks the alignment of individuals to the organization. Employees must feel that they form an
important part of their own organization. Foster community: The principle of engagement is
one's connection to society and relationships. Organizations which do not metamorphose into
communities stand at the verge of getting obsolete. Serve customers: Employees are expected to
serve the respective organization's customers and there is a strong of relationship between
employee engagement and customer engagement. Develop career: Every employee spends much
time at work and it must help employees to be what they can be. Employees must get a sense of
development at both personal and professional ends. Leverage energies: The ore of engagement
is energy. Effective engagement involves dexterity of mental, physical, emotional, spiritual and
organizational energy. Energy is the crucial resource of engagement. Experience well-being:
Attainment of results depends on employee well-being which enhances their productivity and
work must play a part towards employees' well being.