A) TWO WAY COMMUNICATION

• Skip Level Meeting – The Skip Level meetings serve as a tool for fostering two way communications. These are being conducted with an objective of a free and frank interaction with young and enthusiastic employees with a view to sensitize them with various issues, the Company is facing and to seek their inputs on improvements in the processes, suggest innovative / different way of doing things aligned to achieving Company’s objectives.  The skip-level meeting is also a process in which Management will encourage and facilitate employees’ free expression of their thoughts in respect of their goals, standards, the work environment and improvements in the processes for Organizational excellence. Skip-level meetings are aimed at capturing free and first-hand suggestions that are useful in refining the operations and in improving work environment.  These meetings are also focused to gather feedback from employees on their aspirations, needs and desires on their jobs, obstacles, if any, that prevent them from achieving their targets more effectively and also about the appreciation and performance feedback they receive from their Managers and for seeking your suggestions for a positive change in the organization. Interactions in the meetings and the outcomes thereof will be evaluated for incorporation in Company's Operations, as may be feasible.  
•  Employee engagement survey – Being People Focused Organisation, the most important priority is to motivate and engage people in our organization. Employee engagement surveys are conducted every year the inputs thereof for improvement will become stepping stones towards making TPL a ‘Great Place to Work’ and instill pride in our people.
•  Open House – In order to encourage employees to share their views and suggestions at a bigger forum, an Open House meeting is conducted every year. All the inputs are captured and addressed.
• Dialogue with CEO – Each and every employee can meet Executive Director & Chief Operating Officer of TPL and express their concerns/suggestions directly. Such dialogues are conducted twice a week.
•  Suggestion Scheme – All employees are encouraged to give their suggestion. A cross functional panel evaluates all the suggestions received and the best suggestions are implemented and employees are rewarded.
• Tea Meeting – All new inductees are invited to meet CEO and department heads as a part of scheduled induction program. New joinees are expected to express their expectations from TPL. Their hobbies and interest apart form work is also captured in this meeting.

B) ENGAGEMENT DRIVERS

• Mentoring and Coaching – Mentoring features as one of the best-practices of globally competitive companies. Mentoring has been advocated as the most important method of shaping behavior and improving performance. A mentor provides professional support to the mentee thus enhancing his/her performance in alignment with the organization’s goal. An important tool for career development of the mentee, mentoring also helps in higher levels of motivation, improved retention levels and better succession planning.
• Performance Linked Reward –:  High Performance is encouraged and differentiated through Performance Linked Annual Increases and Variable Pay. Further, to differentiate and reward high performance, the percentage of Variable Pay in total compensation is increasing Y-o-Y. Project teams completing projects ahead of schedule are recognized and additionally rewarded, monetarily.  Similarly, RCMs / Sites In-charge are given responsibility allowance for completing the projects on four measured parameters viz., Time, Cost, Quality and Safety. Employees demonstrating exemplary performance either individually or collectively are recognized and rewarded with 'Star Of the Month'and 'Sabhash' awards
• Fast Track Career Growth – High performers are put on Fast Track Career Growth and put through extensive training, challenging assignments and continuous mentoring form Top management
•  Buddy Concept – Buddy concept is a worldwide-accepted practice wherein every new joinee is assigned a buddy (peer) for quick orientation. A buddy shall help the new joinees to settle down in the early days of his/her job, ensure that the new joinees gets assistance in finding a new accommodation/ workspace etc in coordination with HR, answer queries on organization culture, existing policies, employee welfare schemes etc. In addition, every new joinee will have a “New at TPL” badge to let us know that he/she might need help.
• Leadership Development - Identification of high potentials through PMS & Assessment & Development Center, Fast Track Programs, Management Development Programs, action plans on 360 degree feedback of SMT, Cross functional training programs
• Performance Coaching - Performance coaching for delegation & empowerment, knowledge sharing across functions, transfer of knowledge from retiring employees/to successors of key/critical positions

 C) IT ENABLED WORK PROCESSES

• Online Performance Management System
• Leave Management System
• Online Training Calendar
• Online access to Pay Slip, Superannuation and PF Balance.