Employee Engagement: Issues and Strategies at Premier Inn

This document discusses the concept of employee engagement and its importance in improving the conditions and performance of staff members. It focuses on Premier Inn, a British chain of hotels, and explores the issues faced by the company in developing a talented workforce and engaging employees. The document also discusses the corporate ethic strategy used by Premier Inn and its sustainability for life-long employment. Recommendations are provided for improving employee engagement and retaining talented employees.

Employee
Engagement

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................4
Overview of chosen organisation ...............................................................................................4
Current issues with employee engagement.................................................................................4
TASK 2............................................................................................................................................5
Discussion of issues arise at respective organisation due to employee engagement and
personnel development ...............................................................................................................5
TASK 3............................................................................................................................................6
Corporate Ethic Strategy used by Premier Inn and its sustainability for life- long employment
.....................................................................................................................................................6
TASK 4............................................................................................................................................7
Conclusion & Recommendations....................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Employee engagement is defined as an workplace approach that results in improvement
of conditions and performance of staff members working in the organisation. It is determine that
employee engagement is based on two way commitment. Trust, communication, integrity and so
on. In addition to this, it is consider as an approach which raise the of an organisation to gain
success and growth in the marketplace (Duthler and Dhanesh, 2018). It is about have a proper
insight about how an entity fulfils its objectives and goals in an effective manner. Employee
engagement plays vital role in retaining talented employees and satisfying them in an effective
manner. For the present research, Premier Inn is taken into consideration. It is British chain of
hotels and its head office is located in England, UK. The present research will cover the issues
faced by company while developing a talented workforce and employee engagement. In addition
to this, there is discussion about corporate ethic strategy used by respective organisation and its
sustainability. In the end, some recommendations is given and an overall conclusion is develop
in an effective manner.
TASK 1
Overview of chosen organisation
Premier Inn is one of UK's largest hotel chain with around 80,000 rooms & 850 hotels
globally. The organisation was established in the year 1987 and its head office is situated at
England, United Kingdom. One of the main reason of its success is its talented and skilful
employees who provide quality and on-time service to customers. It is analyse that company
focuses on satisfying its employees so that they can retain for longer-time period. In addition to
this, it also provide training and development session to all the staff members for their personal
and professional development. It is determine that company make use of employee engagement
approach in order to retain employee for longer time period (Jiang and Luo, 2018). In addition to
this, it is analysed that employee engagement assist in enhancing the skills and capabilities of
employees that directly leads to personnel development which has positive influence on
productivity and performance of an organisation.

Current issues with employee engagement
There are various issues arise with employee engagement within the organisation and is
given below:
Engagement is not an output or productivity: The main focus of higher authorities is
to enhance the productivity level, revenue, bring innovation, increase market presence and so on.
It is determined that employee commitment, employee engagement supports in maintaining
balance in productivity but it does not enhance the productivity level. The company may adopt
various measures in order to engage employees but lack of training, leaders and resources
decline the productivity level.
External factors may impact engagement: it is determine that there are various outside
factors which impact on the engagement of employees such as cost of living, unemployment rate,
family issues, mortgage crisis, employee emotion and so on (Kang and Busser, 2018). For
example, it is analyse that at the time of increase in unemployment rate, staff members
experience an emotional feeling or bond with the company for providing them with a job
opportunity.
High level of engagement may not prohibit turnover: It is analysed from a study that
more than 45% of highly engaged staff members is planning to leave the organisation or they
have the intention to not stay for longer time with the companies. The organisation that have
high dependence on skilled employees to improve their productivity and profitability might
cause a huge loss when any of the skilled worker leaves the organisation.
Not matching with opinions: Sometimes the issue is arise when the opinions of
employee and higher authorities is not matched in a proper manner. This leads to increase of
issues at workplace and decline the overall productivity as we ll as performance of organisation.
From the above discussion, it is determine that there are various challenges faced by
company when they engage employees or develop a talented workforce (Young, 2018). In order
to deal with such, it is essential for companies to focus on satisfying requirements of employees
so that overall productivity is enhanced in an effective manner.

TASK 2
Discussion of issues arise at respective organisation due to employee engagement and
personnel development
According to Amie Filcher, (2019), it has been analysed that in UK , organisations are
failing to engage employees for longer-time. The challenges that is faced in order to engage
employees are transparency, collaboration, innovation, agility and many more. It is determine
that Premier Inn is facing many issues in order to engage employees. One of the issue is the
opinions of employees is not matched with others and thus they are not agree to work in a team
due to which the overall performance of organisation is declined (Mone, London and Mone,
2018). Another issue that has taken place at Premier Inn is transparency, the management team
of respective organisation did not maintain transparency of all the activities due to which it
employees get dissatisfied and development of negative image is take place in the mind set of
staff members towards organisation. The performance of Premier Inn is getting declined as
organisation is at present is not able to develop talented workforce and retention of skilled staff
members. Further, it is identified that there is no proper interaction take place between higher
authorities and employees and this it creates a gap in relationship among them. It also decline the
interest level of employees towards performing task that directly leads to decline in performance
and efficiency of company.
As per the viewpoint of Jack cohen, 2019, it is analysed that there are various good
practices that help an organisation to engage its employees for long-life. For example, the higher
authorities of Marriott international allows employees to participate in the decision making
process so that staff members give their ideas and inputs in a proper manner. It help company to
retain its staff members for longer time period and enhance their productivity level in an
effective manner.
Another example of Travelodge Hotels, its managers provide training and development
session to employees by experts that develop skills as well as competencies of employees. It also
develop a sense of confidence in staff members and create an interest towards working that
directly leads to engagement of employees.
Adoption of such practices by Premier Inn will assist in retaining employees for longer
time and also decline the level of issue arise at workplace. Moreover, it also leads to raise in
skills and knowledge of staff members which in turn leads to personnel development.

TASK 3
Corporate Ethic Strategy used by Premier Inn and its sustainability for life- long
employment
It is determine that an ethical strategy is important in order to develop an ethical business
and to maintain a positive culture as well. In addition to this, it is analyse that and ethics strategy
is required to enable an entity to realise its overall ethical goals (Othman, 2018). Premier Inn is
one of the largest brand chain of hotels that focus on satisfying requirements of customers so that
they can retain them for longer time period and able to develop skills and capabilities of staff
members in an appropriate manner. Premier Inn is renowned for its positive working culture and
the employee engagement score of this organisation is 24%. It is determine that company has an
special programme named as “Good Together program” that is held in order to develop an
interaction with between employees to higher authorities and employees to employees. In
addition to this, it also help company to develop good relationship among staff members so that
there is decline in number of conflicts and issues at workplace, Moreover, It is analyse that
company keep on motivating its staff members so that they can thy can work with full potential
which has s positive influence on productivity and profitability of company. Further, the
company follow all the laws associated with employees security as it develop positive mind set
of staff members towards the company and its working (Rupp, 2018). The organisation believes
that employee’s ate the biggest asset of company that help in leading towards growth and success
as well. In addition to this, Premier Inn guarantees that its employees get fair treatment in
organisation and if any of the issue is arise the it will be solve by top level management on
priority basis. Premier Inn also conduct various development programmes with an objective to
improve the skills and competencies of staff members. Such initiatives assist company to
maintain good relationship with employees and sustain them with organisation for longer-time
period.
TASK 4
Conclusion & Recommendations
Recommendations

 The higher authorities of Premier Inn can make improvements in employee engagement
by analysing the perception of employees towards organisation & the responsibilities
assigned to them. In order to attain this, the company can build a focus groups that help
in gaining understanding about what is not working and what is working from the
perception of staff members. In addition to this, Premier Inn can also focus on taking
ideas and inputs from employees as it promote employee engagement in an effective
manner.
 In order to enhance skills of employees, the top level management of Premier Inn can
provide training session to staff members by experts as it help in developing skills and
capabilities in employees to deal with customers and provide them relevant information
in an effective manner (Saks, 2019). Further, it also help organisation to develop an
interest in employees towards working and decline their absenteeism rate in an
appropriate manner. It is determine that generating of interest in employees towards
working has directly have positive impact on employee engagement. The organisation
can also improve employee engagement by developing team-building activities and tasks
as well. It will help in developing good relationship in employees and decline the level of
conflicts at workplace. It is analysed that team-building activities develop
communication, interaction, time management, problem-solving skills of staff members
that will leads to increase in performance and profitability of company. In order to engage employees and retain them for longer time period, it is suggested to
company to give recognition, appraisal and rewards to employees of their good
performance as it help them to encourage employees and meet with the targets in an
effective manner. In addition to this, it also develop the confidence level of employees
and also improve their capability to stand in front of people. Further, developing such
kind of culture assist in engaging employees and improves the capabilities of staff
members in an effective and proper manner as well (Sun and Bunchapattanasakda,
2019). Along with this, it is recommended to organisation to ensure that all the activities
assigned to employees is according to their skills and interest level as it develop a zeal to
complete the task in proper manner and also improve competencies of staff members
working in the organisation.
Conclusion

From the above discussion, it has been analysed that it is important for an organisation to
maintain good relationship with employees and engage them for longer time period as it decline
the cost of hiring new employee and also leads to personnel development. In addition to this,
there are various issues arise in developing talented workforce that is not matching with
opinions, engagement does not enhance productivity, external factors impact on staff members
and many more. One of the best solution that is determine from the above analysis in order to
increase skills and capabilities of employees is providing training and development sessions.
Further, it is determine that developing team activities also improves skills in a rapid manner that
directly leads to personnel development. One of the motive of hotel industry is to serve quality
and on-time service to customer that can take place when a proper training is given to them or
they feel satisfied while working with the organisation.

REFERENCES
Books & Journal
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Kang, H. J. A. and Busser, J.A., 2018. Impact of service climate and psychological capital on
employee engagement: The role of organizational hierarchy. International Journal of
Hospitality Management, 75, pp.1-9.
Mone, E. M., London, M. and Mone, E. M., 2018. Employee engagement through effective
performance management: A practical guide for managers. Routledge.
Othman, A.K., and et. al., 2018, March. Measuring employee happiness: Analyzing the
dimensionality of employee engagement. In International Conference on Kansei
Engineering & Emotion Research (pp. 863-869). Springer, Singapore.Tsourvakas, G. and
Yfantidou, I., 2018. Corporate social responsibility influences employee engagement. Social
Responsibility Journal.
Rupp, D.E., and et. al., 2018. Corporate social responsibility and employee engagement: The
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Saks, A. M., 2019. Antecedents and consequences of employee engagement revisited. Journal of
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Sun, L. and Bunchapattanasakda, C., 2019. Employee engagement: A literature
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engagement. Social Responsibility Journal.
Uddin, M. A., Mahmood, M. and Fan, L., 2019. Why individual employee engagement matters
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Young, H.R., and et. al., 2018. Who are the most engaged at work? A meta‐analysis of
personality and employee engagement. Journal of Organizational Behavior, 39(10),
pp.1330-1346.

(Duthler and Dhanesh, 2018) (Jiang and Luo, 2018) (Kang and Busser, 2018) (Mone, London
and Mone, 2018) (Othman, 2018) (Rupp, 2018) (Saks, 2019) (Sun and Bunchapattanasakda,
2019) (Young, 2018)