Employee Engagement Strategies for Maximum Revenue

The provided report focuses on employee engagement as a crucial aspect of management, emphasizing its role in generating maximum revenue for companies. It concludes that adopting motivational strategies can help retain talented employees and maintain a healthy working environment.

Employee Engagement
and Relations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
1. Challenges remote ways to improve employee engagements.................................................1
2. Engagement strategies and communication plan of action.....................................................2
3. Importance of engagement strategies to improve the business performance..........................4
CONCLUSION................................................................................................................................5

INTRODUCTION
Employee relationship is the key factor of organisation. Every firm needs to find new
ways of motivation through which productivity of employees can be increased. It helps to create
new leaders to accomplish the target of organisation. In the present report, it will be explain
about the remote challenges ways to improve employee engagement. Furthermore, it will be
explain about the engagement strategy to meet the needs of the company or the importance of
business performance. In this report “Transaction Network Services” company which is situated
in UK will be consider. Furthermore, Employee engagement is the process in which HR manager
enhance the competency level among team members. In this present report about Transaction
Network Services company will be explained. Its employee retention strategies and its
importance will be explained.
1. Strategies to improve employees engagement process.
Transaction Network Services Ltd. Is a multinational company that is a supplier of many
services to companies like voice services, integrated data processing etc(Anitha, 2014.). TNS
needs to improvise the employee relationship to enhance their productivity. Here are the some
challenges faced by employees in the organisation.
 In the organisation sometimes employees are not feel comfort to share the problems
with managers(Bal, and De Lange, 2015.). This factor diminishes the motivation level
among the employees. TNS line managers should take group activity and meetings to
listen the ideas and issues of team members. Line supervisors should earn the trust and
enthusiasm of employees.
 TNS needs to study the regular activities and check weather it is all going good or not.
It needs to observe the action taken by team members so that if they face any problem
manager can remove that conflicts.
 It is very important to involve the team members in every decision related to the
organisation. I help to create the motivation level of the employees and build team
relationship(Bal, Kooij, and De Jong, 2013.). Team members should be involved in
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making strategies to earn better profit. It helps to build trust and commitments by the
employees to put extra efforts to achieve the companies target.
 Group meeting is necessary to share the thoughts and ideas. It helps to make innovative
strategies to earn maximum profit for the organisation. Group meeting helps to interact
the employees between each other(Harju, Hakanen, and Schaufeli, 2016). And also
maintain the employee engagement.
 Appreciation and benefits are the power pack for the employees to increase the
productivity(Mishra, Boynton, and Mishra, 2014.). This way make employees
engagement more challenging and helps to build more profit. Talented employees of
TNS wants good appreciation and benefits. It helps to increase the working efficiency
among the employees.
 To increase the employee satisfaction there has to be good relationship between
employees. Sometimes team members get bored and wants some different environment
to get energetic. TNS needs to create that informal relationship among all employees. It
aids to make up new productive environment and optimistic thoughts.
These are the challenges which is facing by the employees in the organisation.
2 Engagement strategies and communication strategioes.
Engagement strategies helps to create the employees' relationship strong. Strategies are
the key tool by which organisation improves their business plans and achieve maximum profit.
Employees are the most important input of “Transaction Network Services”. It helps to retain the
talented employees in company(Saks, and Gruman, 2014.). Below are some areas of employee
engagement strategies that are needed to be considered while addressing challenges:
 “Bottom up”, not “Top to Down: In these employees' engagement strategy company
needs to think from bottom to top not top to bottom. Means for smooth working TNS
needs to analyse the bottom to top management because during the execution very
employee doesn't understand the proper method of work. Between the work they get
stuck it effects the individual motivation level. To overcome from this issue manager
should check the needs and requirements of team members and helps to resolve the major
issues. In every company there have three levels of management top middle and lower.
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Manager of TNS needs to identify the bottom to top level and try to solve the query of
lower or middle level employees. It helps to create the trust and commitments by the
employees towards company targets.
 Listen to every team members: TNS have 750 employees total. It is very important to
listen the problems of the employees. It helps to manage the all things and maintain the
good working environment. Listen to every one it is the most crucial strategy to increase
the employee engagement(Shuck, and Reio 2014.). It is the responsibility of the HR
manger of TNS to listen the issues of team members and discussed with them to find out
the solution.
 Give optimistic thoughts and share good practice: This is the another strategy which
explains that manger needs to share positive thoughts and praised to talented employees
for their work. Employee always want to work in positive environment by which they get
motivation and increasing productive power.
 Proper channel of communication: This strategy gives more power to employees to
communicate their things to other team members. HR manager of TNS needs to make
proper communication channel by which employees flow their issues and get the best
feedback.
 Preference to individual learning style: If company knows the way by which their
employees get to learn so they definitely increase the employee engagement. Weather
they work alone or in group. Or also get to know their skills and talent. It helps to
increase the productivity of employees by giving its comfort zone of work.
Communication strategies
 Online conferences: TNS is computer networking company. It needs to adapt to
communicate the information among the employees. Sometimes if owner of the company
wants to talk with the employees. They can take help online conferences by which they
easily communicate with the employees. This strategy helps to connect with the people
and give more productive opportunities.
 Social media: It is also the part of communication these days social media is the most
popular communication channel between the individuals. TNS needs to communicate
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with employees by social media sites. Organisation also make international video calls
through Skype. It minimizes the time cost and create more strength among employees.
 E-Mail communication: Communication can be done through verbally or with the help
of email. TNS gives important information regarding company they drop the E-mail to all
the team members. it helps to maintain the proper communication between company and
its employees.
3 Way in which engagement strategy improves the business performance and productivity in
long term
Employee engagement strategies give various opportunities to grow the business. These
strategies help to create long-term relationship in between employees. Motivation of employees
gives maximum productivity level(Skaalvik, and Skaalvik, 2014). There are some points which
explain the way in which employee engagement strategies help in improving the productivity in
long term. Some of these are:
 These strategies increase motivation level among employees to increase their
productivity.
 Engagement planning helps to create new services ideas among the employees for
business growth. It creates more competition level to rival companies by making great
team building power.
 Preference to Individual learning gives motivation to employees so that they give their
best efforts towards organization target.
 Internet communication channel gives more flexibility to individuals. It gives new
platform to work new technique by which they give more productive work.
 Individual team members contribute innovative ideas and thoughts which is very fruitful
for the organisation.
 These motivational strategies create new leadership power among employees which helps
to create new professional environment.
 Engagement strategies helps employee to maintain their position with the company in
long-time. It gives more talented employees in the organisation.
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Employee engagement strategies helps to give different opportunities to TNS Company.
It helps to create innovative services by which company achieve the requirements of the
customers. These strategies expand the business and its services. It also attracts new talented
employees from outside so that company make strong team members. It helps to maintain the
trust loyalty with the company(Taylor, and Kent, 2014.). This employment engagement enhance
the competency level of employees. It helps to increase more competition level. In the TNS
company it creates clear communication channel between all team members. Conflict scheme
also maintain the healthy working environment and gives optimistic thoughts. also, HR manger
of TNS needs to listen all issues of employees to increase the team building among the
employees.
CONCLUSION
Employee engagement is the most crucial part for the management. It gives maximum
revenue to the company. Talented employees are always needed in the company for that
organisation has to provide some motivational strategies by which team members are not get
demotivated and works effectively. From the above report it was concluded that the company has
to adopt some strategies to maintain the good talented employees. The communication strategies
through which employees get easily connected with the managers and its team members.
Furthermore, it was concluded that TNS needs to adopt some motivational strategies to increase
the productivity of employees. And retain talented employees.
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REFERENCES
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management.
Bal, P. M. and De Lange, A. H., 2015. From flexibility human resource management to
employee engagement and perceived job performance across the lifespan: A multisample
study. Journal of Occupational and Organizational Psychology. 88(1). pp.126-154.
Bal, P. M., Kooij, D. T. and De Jong, S. B., 2013. How do developmental and accommodative
HRM enhance employee engagement and commitment? The role of psychological contract and
SOC strategies. Journal of Management Studies.50(4). pp.545-572.
Harju, L. K., Hakanen, J. J. and Schaufeli, W. B., 2016. Can job crafting reduce job boredom and
increase work engagement? A three-year cross-lagged panel study. Journal of Vocational
Behavior. 95. pp.11-20.
Mishra, K., Boynton, L. and Mishra, A., 2014. Driving employee engagement: The expanded
role of internal communications. International Journal of Business Communication, 51(2),
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Saks, A. M. and Gruman, J. A., 2014. What do we really know about employee
engagement?. Human Resource Development Quarterly. 25(2). pp.155-182.
Shuck, B. and Reio Jr, T. G., 2014. Employee engagement and well-being: A moderation model
and implications for practice. Journal of Leadership & Organizational Studies. 21(1). pp.43-58.
Skaalvik, E. M. and Skaalvik, S., 2014. Teacher self-efficacy and perceived autonomy: Relations
with teacher engagement, job satisfaction, and emotional exhaustion. Psychological
reports. 114(1). pp.68-77.
Taylor, M. and Kent, M. L., 2014. Dialogic engagement: Clarifying foundational
concepts. Journal of Public Relations Research. 26(5). pp.384-398.
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