Impact of Employee Engagement on Employee Performance: A Study of Tesco

This dissertation explores the impact of employee engagement on employee performance in the context of Tesco. It examines the conceptual framework of employee engagement, different strategies used by the company to engage employees, and the relationship between employee engagement and performance. The study aims to provide recommendations for improving employee engagement in order to enhance overall business efficiency.

BUSINESS AND
MANAGEMENT
DISSERTATION

ACKNOWLEDGEMENT
The research project would not have been made completed successfully without exceptional
support of the tutors and seniors. The knowledge and help of tutors have helped in getting the
correct data and information related to the research. They kept my attention towards the research
topic that kept the work is right direction. The colleagues have also motivated to complete the
work successfully and on time using the efficient tools and techniques for analysing the data. The
colleagues also provided with relevant books and access to different journals and articles that
helped in getting authentic information for the research. The expertise and generosity of one and
all has improved the research in an innumerable methods and saved from conducting errors.
Thank you

ABSTRACT
Employee engagement is defined as strategies which the company uses in order to manage and
keep the employees satisfied within the company. this is particularly because of the reason that
when the company will be using the latest employee engagement strategies then this will attract
the employees and their performance will be increased. For the current study Tesco was chosen
as the company which is a large British retailer chain founded in the year 1919 by Jack Cohen.
The study highlighted the major aim of the research is to identify the impact of employee
engagement upon employee performance. Further with help of the literature review it was seen
that the engaging employees within the company is important. The major strategies identified
from LR are like taking feedback from employees, providing and recognizing the top talent of
the company. Further from the RM section it was evaluated that the qualitative methods are
much suitable for the researcher in analyzing the impact of employee engagement over
performance of employee. Further in the end with help of thematic analysis it was viewed that
using employee engagement strategies is very assistive to the company in managing the
employees in effective manner.

Table of Contents
CHAPTER 1: INTRODUCTION....................................................................................................5
Background..................................................................................................................................5
Aim and Objectives.....................................................................................................................5
Rationale......................................................................................................................................6
Scope............................................................................................................................................6
Structure of dissertation...............................................................................................................6
CHAPTER 2: LITERATURE REVIEW.........................................................................................8
2.1 Introduction............................................................................................................................8
2.2 Conceptual framework of employee engagement.................................................................8
2.3 Different strategies used by the company to engaging employees......................................10
2.4 Relationship between employee engagement and performance of employees....................11
2.5 Conclusion...........................................................................................................................13
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................14
3.1 Introduction..........................................................................................................................14
3.2 Research type.......................................................................................................................14
3.3 Research approach...............................................................................................................14
3.4 Research Philosophy............................................................................................................16
3.5 Data Collection....................................................................................................................16
3.6 Sampling..............................................................................................................................16
3.7 Data analysis........................................................................................................................17
3.8 Ethical consideration...........................................................................................................17
3.9 Research limitation..............................................................................................................17
3.10 Conclusion.........................................................................................................................18
CHAPTER 4: RESULTS...............................................................................................................18
CHAPTER 5: DISCUSSION........................................................................................................28
CHAPTER 6: CONCLUSION AND RECOMMENDATIONS...................................................31
Conclusion.................................................................................................................................31
Recommendations......................................................................................................................31

REFERENCES..............................................................................................................................33
APPENDIX...................................................................................................................................35

CHAPTER 1: INTRODUCTION
Background
Employee engagement is being defined as an approach through which the company tries
to keep the employees engaged with the company for a longer period of time. For the company
to be successful the most important thing for the organization is to keep the employees connected
with the company. This is particularly because of the reason that when the employees will be
good and competitive then this will increase their efficiency and as a result of this the company
will work in proper and effective manner. In addition to this if the employees are engaged
towards the company then they will perform the work in very effective and efficient manner and
this will result in increase in operational efficiency of the company. On the other side when the
employees will be engaged more than this will increase the performance of the employees to a
great extent. Hence, for improving the business and the efficiency of the business the most
important thing for company is to keep the employees engaged within the business.
The current report is based over the company Tesco which is a company dealing in the
retail industry and involves the product like groceries, merchandising, and other related services.
The company was founded in the year 1919 by Jack Cohen and is headquartered in Welwyn
Garden city in England. The company is working all over the globe and is having a large number
of employees being employed within the company. This reflects that people are happy working
within the company and the company is providing benefits to the employees which engage them
to be connected for a longer period of time.
Aim and Objectives
Aim: The aim of the study is to identify the impact of employee engagement upon employee
performance: A study of Tesco
Objectives:
 To understand the conceptual framework of employee engagement
 To examine different strategies used by company to engaging employees
 To analyze the relationship between employee engagement and employee performance.
 To recommend the best ways through which employees are engaged towards business.
Research questions:

 What do you understand by employee engagement?
 What are the different strategies used by company to engaging employees?
 What is the relationship between employee engagement and employee performance?
Rationale
As the efficiency of companies are decreasing even after the automation of processes it is
affecting their growth and profitability. Employee performance plays an important role on over
business and its future. Despite of various studied conducted the actual reasons have been not yet
identified. Employee engagement is researched as it has been found that organizations are not
involving employees in forming strategies and framework policies. The research would assess
the impact of engaging the employees on their performance which will help the managers to
identify the issues and how they could be mitigated.
Scope
The research provides in depth understanding and knowledge about the employee
performance due to engagement. It has provided the useful information about the employee
engagement in different business processes and procedures. The scope of research is limited to
retail industry only and specific focus is given over Tesco. The study shows how managers by
engaging the employees in decision making process and other operation can increase their
efficiency. When the employees are engaged it develops feeling of recognition and existence in
the organization that motivates them to put their efforts for improving the processes. Industries
are growing at rapid speed and it makes it essential for the managers to identify the reasons
behind decreasing employee performance despite of employing new processes. The study will
provide managers how employee performance could be improved by engaging them in
organizational processes.
Structure of dissertation
Structure is very essential to present the information in understandable and presentable
format. It maintains the interest of reader throughout the study. It has to be clear and specific
about research. The following structure has been used in the dissertation.
Chapter 1: Introduction
This section will provide the knowledge about research topic like current trends,
background of topic, company used for study, rational for choosing it as research topic, scope of

study and structure that will be followed in research. It provides the reader about aims and
objectives of research and what has been discussed in research.
Chapter 2: Literature Review
This sections will discuss the literature and theories by various authors. It involves the
critical evaluation of the different views of the authors on research area and topic.
Chapter 3: Research Methodology
The chapter discuss about the research types and approaches used to carry out the study.
It provides the reader information about selection of method for data collection, analysis and
sampling along with ethical consideration and limitations of research.
Chapter 4: Data Analysis
The section includes complete analysis of all the information gathered from both primary
and secondary sources. It provides the basis for drawing conclusions and recommendations for
the research.
Chapter 5: Conclusion and Recommendations
This chapter provides the overall findings and results from the research. Conclusions are
drawn from the research through data analysis of literature and information gathered from
respondents. It provides the reader about conclusions made from carrying out research.

CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
The literature review mainly refers to the review of the scholarly article which represents
the current knowledge with the help of the substantive findings along with the theoretical and the
methodological aspects pertaining to the topic. In this chapter, different aspects in regard to the
topic will be reviewed with the help of the recently published scholarly articles. It incorporates
the understanding the concept or the framework of the employee engagement along with the
different strategies or the approaches being used by the organization for engaging the employees.
It also draws a relationship between the employee engagement and the performance.
2.2 Conceptual framework of employee engagement
The employee engagement is concept has developed in the recent years which is in
relation to the human resource management. According to Singh and et.al., (2016) this concept
has become the success story of most of the organization as the businessmen have been
effectively able to determine the benefits attached to this concept and how it can be useful for the
business. Employee engagement is basically a workplace approach in which the right conditions
are being set for the employees which results in giving their best resulting into moving towards
meeting with the business goals and working with commitment. Author further added that
employee engagement is simply refers to understanding the one' role and responsibility in an
organization based upon the company's objectives. As defined by Singh (2016) the foremost
benefit of this is that it helps in motivating the employees which is because of the reason that the
employees feel being part of the organization as they got chance to participate in the important
meetings or the decision-making process and thus, this persuades them to deliver the enhanced
work and this is considered as the best employee engagement benefit. But on the other side, there
are chances that the employees might have the feeling of supremacy which result into improper
treatment to the other employees.
According to Pukkeeree, Na-Nan and Wongsuwan (2020) the employee engagement is
not just about activities, games and the enjoyable events but it also drives performance. The
engaged employee is very committed towards the organization and also very well understands
the core purpose and the goals of the organization and works on aligning the personal and the
organizational interest. This helps in carrying out the business activities in a better and effective

way leading better decision-making. The organization having engaged employees outperform
their rivals or the prevailing competition. This is considered as the major differentiator when it
comes to growth and innovation. Author also emphasized that under the employee engagement
approach, if implemented successfully, then it will lead to making workforce feel enthusiastic
and passionate in regard to whatever they do. Employees feel a sense of spirit after getting
engaged to the work.
According to Zeidan and Itani (2020) another important aspect in respect to this concept
is that it helps in undertaking effective decision-making. The outlook of the employees becomes
wide and broad which consequently leads to carrying out the better decisions. Taking decisions
is not every easy and the employees who are exposed to the employees where they are being
encouraged and motivated to participate, then the decision gets even better and stronger. Along
with this, as emphasized by Osborne and Hammoud (2017) it is important to understand that the
decision taken by the employees should be reviewed properly otherwise, it might result into
inaccurate and wrong decision affecting the business and its working. This framework is
meaningful in terms of proving their potential as this is the solid platform which is possibly not
available and this makes it difficult for the employees to showcase their potential as the senior or
the superior employees takes the chance.
On the flip side, as stated by Prathiba (2016) employee engagement can offers various
benefits for the individuals as well as the for the organization but there are certain downsides of
the employee engagement that the management is required to take into account. The major
drawback is that the engaged employees are very highly attuned to the existing working
environment that will either facilitate their work performance. But if the workers are not
provided with the required resources for performing better, then this will result into diminished
engagement. According to Anthony‐McMann and et.al., (2017) sometimes it becomes difficult to
meet with the IQ level as in the meetings high officials are also there for the discussion which
makes it difficult for the members to match the discussions as per the level of the subordinates
and thus, the conversation turned out to be imbalanced along with this, the difficulty level also
increases which is not a positive sign as it is a waste of time and energy.

2.3 Different strategies used by the company to engaging employees
According to Mohanty (2018) there are different types of employee engagement
strategies which can be used by the organization in order to effectively increase the employee
engagement within an organization. One of the strategy is to form the employee engagement
committee which will involve the passionate and the high performing employees at different
levels which helps in defining the strategies in order to increase the employee satisfaction level.
The main purpose of this committee formation is to develop the solution of the problems being
depicted in the employee engagement survey which is done through having a conversation with
the coworkers which helps in gathering information pertaining to what can be created or needed
within the organization. Further, stated by the author that developing an engagement committee
might create conflicts among the employees as each one of them would have different
perspectives and thinking.
As defined by Jiang and Luo (2018) another useful strategy which can be implemented
by recognizing the top performers as the employees feel valuable in respect to the company and
assists the organization in accomplishing the long term goals. Organization through the way of
showing its employees that it recognizes and appreciates their efforts with just a small gesture
helps in making them feel valued. Along with that through the way of rewarding, the top
performers will further encourage performing better and will also improve and enhance their
team work. Apart from this, it provides employees a platform to acknowledge their team
members which will result getting respect and appreciation by the other peer members which
will help in more employee engagement. But on the other side, as defined by Venkatesh (2018)
acknowledging the top performers might develop a feeling of being inferior among the lower
performers which might affect their performance level. Thus, this strategy should be
implemented considering its negative impact as well. Every strategy has its pros and cons and
therefore, it is the responsibility of the management to consider it before implementation.
Strategy of promoting transparency will help in effectively accomplishing the employee
engagement. As emphasized by Gode, Johansen and Thomsen (2019) bringing employees into
the aspects on a frequent basis will help in encouraging higher employee engagement. If the
employees are not made aware about the what is happening behind the scenes then they may not
be able to invest themselves and their efforts within the organization. Therefore, through the way
of providing complete or the relevant information to the employees in respect to the particular

task will help them in getting involved in the activity along with gaining confidence in the
leadership. But as criticized by Bhargava (2019) in case the management fails to provide the
relevant information to the employees in which they are involved then this might result into
making the employees start to distrust the management along with losing confidence in the
leadership. One more useful strategy is to allow the honest feedback, this is the two-step strategy
as in the first step is to create a system which supports the employees in sharing their thoughts
and asking questions to the right people. While the second step is to make use of the team's
feedback which develop a feeling among the employees in respect to the matters and the
information that they are sharing is being utilized in generating better outcome. Based on the
view of Lapoint and Liprie-Spence (2017) it is also important for the organization to make sure
that the employees are not frustrated and disengaged which is because there can be times when
the employees feel that their sharing ideas and opinion is of no use to the management. The
organization can also implement attract monetary incentives for its employees who are
performing better and is contributing towards the accomplishment of the organization goals with
full dedication and commitment. This is considered as the most effective method for encouraging
the employees for meeting their higher performance level. These incentives act as a motivator for
the employees.
The organization through the way of showing empathy is also an important way for
retaining employees. As per the view of Adekoya and et.al., (2019) empathy is mainly the ability
to identify and manage the one's emotion and mind. Engagement and the empathy are
inextricably connected to each other as the employees are very unlikely to feel that they are
actually being respected and being empowered within an organization which does not show
empathy. This might result into increasing the chances of the employees leaving the company
causing higher employee turnover rate. Thus, through the way of showing empathy will result
into increasing employee engagement.
2.4 Relationship between employee engagement and performance of employees
According to Dhir and Shukla (2019) the employee engagement has become the centre of
focus for mostly all the organization as this is the key to meeting the employees satisfaction and
better experience level. The employee engagement and wellness has finally taken the central part
in the organization. Earlier it was only considered as the part of HR and not as the integral part of
the business. But it has become very clear that the unhealthy and disengaged employees is the

main reason behind the fall in the performance and productivity of the business. The healthy and
engaged employees are the vital components of the business success. The highly engaged team
results into effectively meeting up with the goals and objectives of the organization and this
consequently leads to rise in the productivity and the profits of the company. As per Vorina,
Simonič and Vlasova (2017) organization can implement various strategies which helps in
motivating the employees to carry out the work more effectively. There is a direct relationship
between the employee engagement and their performance as the employees are more engaged
with one another the more benefits it will bring to the business as well as the team. The
organization can provide them with the proper and relevant tools and resources which is
necessary for carrying out the task in a better and improved manner. This results into achieving
the desired goals within the desired time frame and higher level of quality with fewer chances of
any errors or mistakes.
By the way of introducing the proper feedback and recognition system will also help in
enhancing the performance of the employees. According to Tanwar (2017) this system is tied
back to the organization's values and purpose which reminds the employees that their work is
highly valued and adds meaning to the organization and therefore, it should not be related to the
mere Human Resource department but also the focus point of the business strategy. This step
helps the management in ensuring that the employees are participating or engaging in the
business activities, feedback and surveys and their views and opinion is being monitored and
corrective actions are being undertaken to overcome the issues that they are facing. Through this
way, employees generates a feeling that their words are listened by the management or the leader
and steps are being taken for effectively handling the same. Kazimoto (2016) also stated that in
this way, the employees feels that their words have value and develops a feeling of being
empowered in order to perform their work at best. This lead to creating a win-win situation for
both, that is, the organization and the employees. In addition to this, employees works with more
dedication and enthusiasm which leads to increasing the performance and the productivity of the
employees and this consequently leads to positive outcome for the business organization. In
short, it can be said that as the employees desires and wants are effectively managed within an
organization then this will result into increasing the efficiency of the employees resulting in
accomplishment of the goals within the given time and therefore, motivating employees to
perform even more better.

As defined by Pattnaik and Sahoo (2020) employee engagement has resulted into
effectively managing the business activities along with carrying out the business tasks in a better
and effective manner. If the employee feels empathy which can be even in terms of the soft skills
then this might result into paying off better and improved outcomes. This cannot be ignored as
this has a greater impact over the business outcomes. Author further states that if the employee is
feeling motivated towards work or is happy with the existing working environment, behavior of
the superiors or the leader then this directly influences their performance which can affect the
overall productivity and profitability of the business. It can be further added that, by
implementing the right set of employee engagement strategies results in identifying the core
impact of it over the performance of the employees and it should be measured on a regular basis
in order to identify whether the employed strategies are working in favor of the organization or
not or whether it is acting a motivator for the employees. Therefore, it becomes very clear that
the employee engagement is having a direct impact on the overall performance and the
productivity of the employees which can be turned positively in the favor of the organization
through the way of implementation of the right set of strategies.
2.5 Conclusion
It can be concluded from the above that the employee engagement is the core part of
every organization which contributes towards building up of a workplace environment and
culture in which all the parties ranging from the managers to the employees are encouraged to
perform their best on a daily basis. Having a greater level of employee engagement within the
organization provides more opportunities for the purpose of growth. Dismal level of employee
engagement will result into ineffective management of the employees and can be considered as
an alarm of warning. But the business organization has taken a note of that started digging at the
impact of the engaged employees on their performance. There are different strategies which can
be implemented by the organization which also acts as the drivers of engagement such as the
recognition of work, effectively communication the business goals, opportunity for individual
development. In addition to this, there is a direct relationship between the engaged employees
and their performance level. Therefore, employee satisfaction is the key for accomplishing the
desired organizational goals.

CHAPTER 3: RESEARCH METHODOLOGY
3.1 Introduction
Research methodology could be described as specific techniques or procedures used for
identifying, selecting, processing and analyzing information about the topic. In research project
methodology allows reader to evaluate critically the reliability and validity of the study. The
research methodology will provide the research type, research approach, research philosophy,
data collection, sampling, data analysis, ethical consideration, research limitation and the
conclusion. It has provided the selection of approach in each research method that provides the
reader detailed knowledge on research.
3.2 Research type
Type in research could be defined as the method chosen for conducting the research in
successful manner. There are different types of research among which most commonly used
research type are first qualitative and second is quantitative. In quantitative research, actual facts
and figures are used for computing the results and to draw own findings based on the analysis.
While in qualitative research refers to one where non-numeric information is used for to carry
out the research (Ørngreen and Levinsen, 2017). As the topic is impact of the employee
engagement on employee performance which is more based over non- financial matters, scholar
has used qualitative method in research. The motive behind choosing the qualitative method is
the research area which is influenced by behavioral factors and non- quantitative information.
The impact of employee engagement is difficult to measure in quantitative terms and therefore
findings drawn will not be reliable.
3.3 Research approach
Research approach could be described as process or plan that include various
assumptions underlying selection of data collection method for research approach. It also
provides the manner through which relation between topic and research is established. Research
is conducted mainly using two types of approach which are inductive and deductive approaches.
Under inductive approach researcher has to frame aim and objectives for research area to
analyses the direction in which research has to be conducted. Researcher develops its own theory
under the inductive approach based on the information gathered from different sources.
Deductive approach on the other researcher test existing theory on research topic which involves

formation of hypothesis and testing it (Dźwigoł and Dźwigoł-Barosz, 2018). In research, scholar
has used inductive approach to analyses the different information’s and to develop theory
relating to employee engagement over employee performance. This approach has been used to
create specific aims and objectives for the research topic so that accurate and defined results are
framed from the study.

3.4 Research Philosophy
Philosophy in research is described as values and beliefs of researcher to use the specific
method based on information gathered. Interpretivism and the positivism are the two main types
of philosophies used in research. Philosophy of interpretivism involves analyzing the information
integrating human interest and attention in the study. It also involves use of samples for in-depth
analysis for investigating the qualitative research area. While the second philosophy uses actual
data, figures and the information to draw conclusions which are more reliable. Scholar in the
current research has used interpretivism approach to assess the impact on employee performance
due to employee engagement (Ngozwana, 2018). It is related to quantitative approach and also
integrates reader's interest in study.
3.5 Data Collection
In research it is defined as gathering and aggregating data related to topic to carry out in
depth study in the area. It is essential that data collected is from appropriate and authentic
sources so that research carried out is successful. Data for research can be gathered using any of
the two approaches or both which are primary method and secondary method. Primary as name
suggests involves collection of fresh data from respondents and such data is not used before.
While secondary sources involve use of existing information which has already been gathered
previously by other scholars for their research. It is gathered from secondary sources like articles,
journals, books and other authorized sources. For carrying out research successfully and to make
proper analysis, data has been gathered from both the sources (Mohajan, 2018). Questionnaire
has been used in primary and published articles, books, journals and other sources are used for
collection of data on research.
3.6 Sampling
Information is gathered from different sources and it is very large and the proper analysis
could be made only by selection of samples from the population and pool of information. There
are two sampling methods which are probabilistic and non- probabilistic. In probabilistic
sampling the choice is to be made randomly from population in which all have same opportunity
of selection. Researcher has to select based on the area of research and objectives of research. In
current research, scholar has used random sampling method for collection of primary data. A
sample of 30 employees is selected from Tesco to analyze the impact of employee engagement
17

on their performance. It is used to identify the actual views and thoughts of employees of an
organization about whether they are engaged in decision making by their superiors and does it
impacts their performance. It provides deeper knowledge about research area and trends being
followed in the organizational culture.
3.7 Data analysis
Research is not limited to collection of data and samples but involves the most significant
part of analysing the data gathered from various sources. It involves assessment, transformation
and modelling of data to derive value from the information gathered. Researcher has to use
effective tools and techniques to analyse data. Generally, two methods are used under the
research for analysing data which are thematic approach and quantitative approach which
includes statistical tools. Thematic approach is used for the qualitative research where numeric
information has to be assessed. On other quantitate analysis uses statistical tools like regression
or SPSS to draw results from numeric or quantitative data (Basias and Pollalis, 2018). As current
research topic is qualitative thematic analysis is used by the researcher. It provides graphical
presentation of data to understand the analysis in better way. Under the thematic approach
researcher has prepared themes based on information gathered from questionnaire and literature.
It helps the researcher to analyse the objective framed in research. It provides the extent to which
engagement of employees can influence their performance.
3.8 Ethical consideration
The results of research will be reliable and accurate if the ethical approach and principles
are applied to carry out the study. It has to be ensured that their research carried out without
using any unacceptable means like coercion or force. Research has made the respondents to sign
consent form before taking their response which shows they have provided their view on their
free will. Also the identity of the respondents is not disclosed to others that affect their jobs. Also
the researcher has kept the information gathered and research data at safe and secure place. The
copies of study are also kept at secured place to avoid any misuse of the information. All the
information gathered for research is obtained from authentic and reliable sources.
3.9 Research limitation
Study has been carried out keeping in view all the constraints that could affect the results.
However, there were certain limitations faced during research like time constraints as it was to be
completed in given time frame. The effective management skills of the researcher and guidance
18

from the seniors had helped the researcher to carry out research in successful manner (Snyder,
2019). Other limitation was access over limited resources but scholar used published materials
and authentic articles in proper manner to draw accurate results.
3.10 Conclusion
At the end it could be concluded the researcher has made selection on research methods
based on research topic. Qualitative method has been used for the study and due to this all the
other methods used in research are also related to the qualitative research. It has helped the
researcher to carry out the study in successful manner. Qualitative research type and inductive
approach is used for study and based on topic it has used interpretivism philosophy. For data
collection primary and secondary both methods have been used. In primary method 30
employees are taken and data is analyzed using thematic approach for the information gathered
from both sources. Data analysis has been carried out with use of graphs and charts. The overall
research is carried out ethically using consent form and using reliable and authentic sources of
information. Limitations are there in every field but they have to be overcome using efficient
management skills without sacrificing quality of research.
CHAPTER 4: RESULTS
Theme 1- Yes, there is awareness relating to the concept of employee engagement.
Particular Participant % of participant
Yes 20 66.67
No 10 33.33
Total 30 100
19

Interpretation- as per the analysis of the primary data collected with help of the 30 respondent of
Tesco it was found that the majority of the people are aware and familiar with the concept of
employee engagement. This is particularly because of the reason that when the company will not
be using the employee’s engagement strategies then this will not motivate employees to work in
the company. on the flip side some of the respondent that is 33.33% do not agree to this fact and
they so not have proper knowledge relating to employee engagement.
Theme 2- Strongly agreed that company is taking steps in managing and keeping the employees
engaged within the company.
Particular Participant % of participant
Strongly agreed 15 50
Agreed 2 6.67
Neutral 3 10
Disagreed 6 20
Strongly disagreed 4 13.33
Total 30 100
20

Interpretation- on the analysis of the primary data collected through questionnaire it was
evaluated that 50 % of the population agrees that company is adapting to the strategies to engage
employees within the company. On the other side some of the respondent states that they
disagree to the fact that the company is using the strategies to keep the employee engaged within
the company.
Theme 3- Understanding requirement of employees is the major aspect of keeping employees
engaged.
Particular Participant % of participant
Taking care of employees rights 6 20
Providing extra benefits to
employees 6 20
Understanding the requirement of
employees 12 40
All of the above 6 20
Total 30 100
21

Interpretation- with the assistance of the evaluation and interpretation of the primary data it was
clear that the major concept of employee engagement involves the understanding requirement of
the employees. The major reason underlying the agreeing of this is that if the company will
understand all the requirement of the employees in proper and clear manner then this will
increase interest of the employee in the company. but on the other side some of the participant
states that taking care of rights of employees and the providing of extra benefits to the employees
will keep the employee engaged within the company for longer.
Theme 4- Yes, employee turnover affects the productivity and profitability of company.
Particular Participant % of participant
Yes 22 73.33
No 8 26.67
Total 30 100
22

Interpretation- as per the analysis of the views of the primary data respondent it was analyzed
that maximum of the participant assented that if there will be employee turnover then this will
have a great impact over performance of company. the major reason for this is that when the
employee will be leaving the company frequently then this will reflect the fact that company is
not providing much benefits. Thus, this will create a negative position in market and the
employees will not be working in proper and effective manner. However, remaining respondent
does not agree to this fact.
Theme 5- All of the above are the major causes of high employee turnover within the company.
Particular Participant % of participant
Poor working environment 6 20
Poor communication 6 20
Low employee interest 5 16.67
All of the above 13 43.33
Total 30 100
23

Interpretation- on the evaluation of the data collected from 30 respondent of Tesco it was seen
that there are many factors which leads to turnover of the employees from the company. out of
all the factors the major agreed by majority of participant is all of the above. This includes the
factors like low employee interest, poor working condition and the poor communication. These
facts affect the employee turnover as if company will not be having proper working environment
then this will affect the interest of employees in company. on the other side the remaining
participant agrees to all these option on individual basis.
Theme 6- Yes, using employee engagement strategies will assist the company in creating good
impact over the company and performance of employee.
Particular Participant % of participant
Yes 27 90
No 3 10
Total 30 100
24

Interpretation- with the analysis of the primary data collected it was evaluated that maximum of
the respondent that is 90 % agrees to the fact that use of employee engagement strategies will
assist in improving performance of employees. The major reason for this is that when the
company will be using strategies which are of benefit of employees then they will like to work in
the company and stay for a longer period of time. On the other side the remaining 10 % of the
respondent does not agree to this fact.
Theme 7- All of the above are the major strategies helpful in the engagement of the employees in
company.
Particular Participant % of participant
Taking time to time feedback from
employees 4 13.33
Identifying and valuing top
performers 6 20
Financial and non- financial
motivators 3 10
All of the above 17 56.67
Total 30 100
25

Interpretation- with the help of the primary survey conducted it was inferred that company is
making use of different types of strategies which are assistive in keeping the employees engaged.
From the evaluation it was seen that 57 % of total population agrees that all of these are the
major strategies which are used by the company in engaging the employees within company.
these all of these involves the strategies like financial and non- financial motivators, taking
timely feedback from employees and the valuing of top performers of company. these are the
major strategies as this will keep the employees connected with the operations of the company
for a longer period of time. However, on the other side some of the participant agrees to all these
options on individual basis.
Theme 8- Yes, there is relation among the employee engagement and performance of employee.
Particular Participant % of participant
Yes 24 80
No 6 20
Total 30 100
26

Interpretation- on the analysis and evaluation of the primary data collected from 30 respondents
of Tesco it was evaluated that there is relationship between the employee engagement and the
employee performance as well. This is agreed by 80 % of the respondent that there is relation
among both the aspect as if there will be any change in one variable then this will lead to change
in the another variable as well.
Theme 9- There is positive impact of using employee engagement over the performance of the
employees in the company.
Particular Participant % of participant
Positive 19 63.33
Negative 5 16.67
No relation 6 20
Total 30 100
27

Interpretation- on the analysis of the data collected from the 30 respondent it was clear that
majority of the participant 63.33 % agreed that there is positive relation among both the
variables. This is majorly pertaining to the fact that when the employee’s engagement strategies
are being used by the company then this will definitely result in the improvement in the
performance of the employees. On the other side of the participant states that when the company
will not be focusing on the employee engagement strategies then this will decrease the interest of
the employees in the company and will result in decrease in the performance of the employees to
a great extent.
Theme 10- Some of the recommendation for the improvement of the employee engagement in
the company.
28

CHAPTER 5: DISCUSSION
From the above finding it is very much clear that for company to be successful the most
important thing for the company is to keep the employees happy and satisfied. This is
particularly because of the reason that if the employees of the company will not be happy and
satisfied then this will reduce the working efficiency of the overall company. Hence, from the
above whole study it was clear that the employee engagement is being defined as the strategies
which are assistive to the company in attracting and retaining the employees within the company.
in this competitive and advance world there are many growth opportunities for the person and it
is not necessary that employees stay in the same work profile for a longer period of time. Hence,
it is the duty of the company to keep the employees within the organization happy and satisfied.
Along with this with views of Awadari and Kanwal (2019) employee engagement is
referred to as the engaging the employees within the company and its operations for a longer
period of time. This is particularly because of the reason that if the employees will be engaged in
deeper manner then this will increase the efficiency of the employees and the overall company as
well. The major reason for this is that if the employees will not be attracted towards the working
and the operations of the company then they will not work in proper and effective manner. In
addition to this the more the employees will be engaged with the company they will be working
in much better and efficient manner.
Furthermore, from the finding it was seen that major requirement for managing the
employee engagement is to understand the requirements and the need of the employees. The
main reason underlying this fact is that when the company will understand the requirement of the
employees then this will be beneficial for the company to keep the employees satisfied and
connected with the company for a longer period of time. In addition to this if the company will
understand all the requirement and need of the employees then this will increase the interest of
the company to a great extent and will increase interest of employees. Also, in addition to this
from the finding it was seen that if there will be high employee turnover then this will affect the
profitability and productivity of the company to a great extent.
In the opinion of Alam and Raut-Roy (2019) there are many different types of the factors
which may lead to high employee turnover. The employee turnover is being referred to as the
29

employees leaving the job because either they are not satisfied by the operations of the company
or the management of the company. thus, there are different types of factors which affect the
employee turnover like the poor working environment, poor coordination, weaker
communication and many other different types of factors which decreases the interest of the
employee within the operations of the company.
Further from the finding it was clearly reflecting that the employee engagement is the
most important thing for the company to be successful. It was discussed that the employee
engagement will not be there then this will hamper the working of the company to a great extent.
This involves use of many different types of methods and strategies which will keep the
employees engaged within the company (Azim and et.al., 2019). On the other side it was also
evaluated that major strategy to keep the employees engaged within the company is the financial
and non- financial motivators. This will keep all the employees of Tesco engaged because when
the employees will be getting financial and non- financial motivators then this will motivate the
employees to work in more effective and efficient manner.
In against of this it was also seen that another major strategy which is helpful for Tesco in
keeping the employees engaged within the business is to take time to time feedback from the
employees. The major reason for the use of this strategy is that when the company will
continuously interact with employees and will take their feedback then this will motivate them to
work in much better and effective manner. With the help of the feedback the employees can
share their views and the ideas and suggestion for betterment of the company. If these
suggestions will be take into consideration, then this will attract the interest of the employees and
they will stay for longer period within the company.
On the flip side Al-Suraihi, Yusuf and Al-Suraihi (2020) argues that the major strategy
for the employees to be kept engaged within the business for a longer period of time is the
identification and valuing of the good and top performers of the company. under this strategy the
company tries to identify the people who are working in good manner and try to recognize their
working in proper and effective manner. This thing will motivate the employees and will boost
up their morale. As a result of this employees will be working in good and effective manner
which will further result in the increase in the interest of the employees within the company. in
addition to this when the employees will develop a good and competitive position in the
30

company then this will increase the interest of the employees in working in better manner. In
addition to this, the strategy will also increase a healthy competition within the company and will
motivate the employees to work in better and effective manner.
With help of the finding it was also seen that the employee engagement is interrelated
with the performance of the employee as well (Kanwal and Syed, 2017). The major reason for
this is that both these are directly proportionate. In simple words this means that if there is
change in the employee engagement then this will also affect the performance of the employee to
a great extent. For instance, if Tesco will provide and comply with good employee engagement
strategies then this will motivate the employees to perform in better and effective manner.
Hence, this will result in increase in the overall performance of the employees.
Furthermore, on the other side if Tesco will not be focusing on the employee engagement
strategies then it might be possible that the employees will not like this. Thus, this might result in
the decrease in the motivation level of the employees and as a result of this the employees will
not be connected to the company and its working and strategies to a great extent (Ghlichlee and
Bayat, 2020). In addition to this if Tesco need to operate in profitable manner then it is the
responsibility of the company to keep the employees safe and secure. This is particularly because
of the reason that when the employees will be safe then this will motivate them to perform the
work in effective and efficient manner.
In the end it can be stated that the for Tesco to be successful the most essential thing is to keep
the employees satisfied and happy. The major reason for this is that all the work is being done by
the employees only and if the employees are not working in proper and effective manner then
this will affect the working of the overall company to a great extent. Hence, if the employees of
the company will be happy and satisfied then they will work in more effective and better manner.
Thus, this will result in better output and performance of the company as all the work is being
performed by the employees only and if they will not be in proper state of mind then this will
affect the whole working of the company.
31

CHAPTER 6: CONCLUSION AND RECOMMENDATIONS
Conclusion
From the above whole study, it is concluded that for the company to be successful the
most essential thing is providing proper satisfaction to the employees. The major reason for this
is that all the working is being done by the employees and if they will not be doing their work in
proper manner then this will reduce the working to a great extent. From the above study it was
concluded that employee engagement involves the different types of strategies which will attract
and stimulate the employees to stay within the company. further with the study it was concluded
that the framing of aim and objective was the first stage for the success of the research. The
major reason for this is that when the aim and objective will be clearly mentioned then this will
guide the researcher in clear manner that what steps they need to undertake.
Further from the literature review section it was clear that there are many different
strategies for employee engagement like providing financial and non- financial motivators,
taking feedback and many others. Along with this by assistance of the research methodology
chapter it was clear that qualitative research type is more suitable as this will assist the researcher
in developing in- depth knowledge relating to the strategies of employee engagement and its
impact over the performance of employees.
In addition to this with the help of the finding it was clearly visible that for Tesco it is of
utmost importance to keep the employees happy and satisfied. The major reason for this is that if
the employees will not be engaged within the company then the performance of the company
will be hampered. Further it was concluded that for the business to be successful there need to be
present good and effective employee engagement strategies. This is majorly pertaining to the fact
that when the employees will be motivated with help of employee engagement strategies then
they will be working in proper and effective manner.
Recommendations
Employees are the most important assets of any company as the goals and objectives of
the business could be achieved only through them. It is essential for the organisations and
management to understand the employees and identify how their performance could be
improved. Management has to build effective communication channels in the company where
employees could communicate with management freely for any issues faced. It will help them to
32

identify the reasons and take corrective reasons for the same (Dodds and Hess, 2020). Studies
have shown that companies show better growth where the employees are engaged in decision
making processes relating to them. They have to engage employees where they could also share
their views and ideas regarding different issues faced or for achieving specific objectives.
 The organizations are required to take initiative in regard to the increasing employee
turnover issues. The organization should implement the strategies like interactive
activities which helps in effectively communicating the information from one source to
another without any tear or discrepancy in the message (Ammendolia and et.al., 2016).
This will help in the overcoming one of the cause of higher employee turnover which is
poor communication. Along with this, the workers can be further encouraged to engage
in the activities along with frequently changing the teams which will help in persuading
the employees to engage into the conversation and to open up to speak in front of
everyone.
 Another point of recommendation is that the management should come up with the
initiatives which will support the organization in establishing a better working
environment and ambiance. Having a proper workplace environment will internally
motivate the employees to perform better along with this, it creates a feeling of freshness
among the employees will support in carrying out the business roles in effectively and
appropriately resulting into better outcome. This will further support in effectively
meeting up with the issue of poor working environment prevailing within the
organization which results into increase in the employee turnover.
 The organization is needed to make the work interesting for the employees as lower the
interest lower will be the performance level resulting into affecting the profits of the
company. Therefore, implementing strategy like training and developments sessions will
help in generating interest among the employees which will help in motivating them to
work efficiently.
33

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35

APPENDIX
Questionnaire
Name:
Age:
Gender:
Q1. Are you familiar with the concept of employee engagement?
 Yes
 No
Q2. Does the organization take steps in keeping the employees engaged within the company?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
Q3. From the following which aspect is covered under concept of employee engagement?
 Taking care of employees rights
 Providing extra benefits to employees
 Understanding all the requirement of employees
 All of the above
Q4. Does employee turnover affect the profitability and performance of the company to a great
extent?
 Yes
 No
Q5. What are the major causes for high employee turnover within the company?
 Poor working environment
 Poor communication
 Low employee interest
 All of the above
Q6. Do the employee engagement strategies used by the company will have a good impact
36

over the company and employee’s performance?
 Yes
 No
Q7. From the following what are the major employee engagement strategies followed by
Tesco?
 Taking time to time feedback from employees
 Identifying and valuing top performers
 Financial and non- financial motivators
 All of the above
Q8. Is there any relation of employee engagement over the performance of the employees?
 Yes
 No
Q9. What is the relation among the employee’s engagement and employee performance?
 Positive
 Negative
 No relation
Q10. What are some of the recommendation which will be assisting the company in improving
employee engagement within the company?
37