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conducted using a motivational interview technique by Miller and Rollnick. Results It was observed that financial concerns of purchase of new equipment, liaison and budget approval for health activities from senior management, promotions or designation were at par with other technical counterparts of the industry, minimizing the difference and managing the hospital budget and Non-financial concerns of staffing and manpower, Infrastructure development, Health surveillance and awareness, School health and CSR, Motivation of paramedical staff regarding promotion, Security on social and personal perspective, Optimum usage of available resources, Fitness of employees' vs sickness absenteeismall had increased during the COVID19 pandemic. Conclusions Employee expectations were very high with demand for privileged services. Appropriate usage of services for smooth administration and prevention of wastage, strict waste control measures, 100% legal compliance, liaison with external hospitals including local government for appropriate help to be provided for the management within the legal boundaries, proactive health awareness programs on a timeweighted scale with result oriented mindset for the benefit of employees. Similar health awareness programs for dependents and society with assessment of exposure risk under CSR can be achieved by collecting the required data, analysing employee's health status outcomes, setting of goals, awareness of roles and responsibilities, rewards and recognition, proactive approach towards Preventive medicine, collaboration with other organizations or higher centres, setting of clear guidelines, working with HRD, Focus on Telehealth and Virtual Healthcare training.