Employee Engagement: Concept, Diagnostic Tools, and Strategies for Improvement

This report discusses the concept and drivers of employee engagement, evaluation of diagnostic tools for measuring engagement, and strategies for improving engagement. It covers topics such as effective organizational culture, flexible working time, effective leadership, perks and benefits, and working from home. The report also discusses diagnostic tools such as employee surveys, reward and recognition programs, and entry and exit interviews. Additionally, it provides steps for creating an employee value proposition and strategies for employee engagement such as offering flexible working hours, consulting employees on changes, and providing mentorship opportunities.

BA BUSINESS MANAGEMENT
ASSESSMENT 2

Table of Contents.
INTRODUCTION...........................................................................................................................3
1. Reviewing concept and drivers of employee engagement.......................................................3
2. Evaluation of diagnostic tools for measuring engagement......................................................4
3. Constructing employee value proposition from the ideas and analysis being covered,
including strategies to raise levels of engagement.......................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Professional business environment is basically defined as the workplace consisting highly
motivated, accountable and working personnels operating together for organizational goal
achievement. This likely to improve the efficiency and encourage other people so that, they may
able to achieve the target. The report shows about various concept and drivers uses by firm for
the process of employee engagement. Further, analysis shows about different types of diagnostic
tools for measuring engagement. Lastly, report gives details regarding the employee value
proposition from ideas and analysis, along with strategies uses for raising level of engagement.
1. Reviewing concept and drivers of employee engagement
Employee engagement refers as the reflection which tend to deliver information about the
investment and motivation that workers likely feels towards their job. As the higher workers
being engaged into work results in higher performance of the company resulting in higher
efficiency and sense of achievement. It is quite important for every firm for acquiring and
maintain effective strategies in workplace. Apart from that also aids in creation of better work
culture, increase productivity and gaining more employee retention rate. Various drivers of
employee engagement includes:
Effective organizational culture and environment: One of the major factor or driver
which tend to improve the employee engagement, as the bond between individual and workplace
culture being interlinked with each other. Positive and effective environment likely to impact in
encouraging and motivating employees to work more. Positive working culture results in more
engaging and motivated workers beyond their limits as, the co-workers being supportive for the
best (Bhardwaj, Mishra and Jain, 2021). Impactful working culture also helps in improving skills
and knowledge which results in brainstorming and higher level of workers engagement towards
their work.
Flexible working time: Apart from making workplace 'Covid-19' safe this also aims to
increase the employee engagement with more of happier, healthier and more motivated staff. It
also likely to support general mental and physical well-being. Apart from that flexible working
hours provides assistance in having and maintaining equal and positive work life balance. Not
just that but also aids at reducing the raised problems with providing facilities to work at their
own preferable timings increase employees sense of control.

Effective leadership: It also does plays an important role in improving the employee
retention rates as, an impactful and effective leader aims to encourage and motivates their
workers. Being highly motivated by leadership improves employees working abilities along with
increasing skills and knowledge (Burnett and Lisk, 2019). Proper team leading understands
employee engagement and tend to provide more effective methods or ways for increasing the
motivation of workforce in accordance of doing their job.
Relationship with Management: This most likely to drive more of the employee
towards their job as no individual tend to work at place which may have negative or not
supportive co-workers. The effective and positive relationship among subordinates leads towards
increase in operations and productivity. Apart from that it also provides the higher number of
workers for being motivated in their work. For example, any individual personnel don't tend to
work under an organization having no supports and negative relationship with management or
working areas having higher number of conflicts.
Perks, Benefits and Compensations: The right amount of perks and benefits being
enough for increasing employment retention rate. Allows individuals to fulfil their ambitions and
goals. This also likely to improve motivation and encouragement of people for doing their job
and getting higher recognition in the form of monetary or non momentary benefits. With
acquiring such benefits also helps other workers for getting more indulge in their work for
winning such rewards resulting into increase of engagement.
Working from home: In the current scenario post covid results in number of people
working from safe distances as a result working from home takes place. This also helps in
increasing the employment retention rates as, it provides a sense of individualism to the workers.
Apart from that also provides them flexibility in according to their working timing as some
people choose to work at night more perfectly while other chooses day (Employee Value
Proposition: Magnet for Attracting Candidates, 2021). Working from home also aims to increase
their focus and concentration in terms of improving their work.
2. Evaluation of diagnostic tools for measuring engagement.
Diagnostic tools is basically defined as the strategies or methods used by various
organization for improving their employee retention rate. It also helps in increasing the
engagement along with providing efficiency and increase in profitability, greater worker
satisfaction, increase employee safety and many more. These diagnostic tools consist of:

Employee Surveys: Being one of the main tools which tend to provide analysis and
measurement regarding improving employment retention rate. Being very effective method helps
in employee motivation, as well as brainstorming and coming up with new ideas. This also let
the organization getting feedbacks in regarding towards the operation process and what new
methods and techniques they may suggest for effective working of company (Clack, 2021). The
survey questionnaire focus on the Satisfaction, Alignment and Future orientation metrics.
Reward and Recognition Program: This tools is quiet effective as with the aid of this
brand may able to provide their workers with high number of various rewards or either
recognitions. Directly impacts on employee engagement and increasing the number with an
immediate effect. Apart from that also helps various HR department and managers for observing,
analysing and identifying the number of people being engaged into their work. With the proper
utilization of this program company may able to measure engagement and also likely to come up
with new methods and strategies for improving result in more productivity and industry's goal
achievement.
Entry and Exit Interviews: This tools aims to provide HR managers with measuring
about the employee performance and their retention rate. As various workforce tend to leave
organization at different point of time and knowing about the reason is important for mangers
and company. If not most of the people feel engaged or excited or motivated towards their work
resulting an increase in employee turnover ratio. The higher turnover of workforce provides
lower efficiency in the operations for the company to work (Lartey, 2021). These interviews also
assist in understanding about the areas required to be improved and what efficiency working
organization already have. Having a feedback from employees regarding their perception and
thoughts helps in preventing more employees from leaving.
Focus Groups: As under this enterprise may tend to gather different individuals named
focus groups. As the name suggest their main aim is to continuously observe, analyse and
identify about the employee management. This tool allows in measuring engagement and coming
up with various ideas and innovation which may likely to assist in maintaining and lowering the
worker's retention rate. With getting different types of feedback from various employees after
that analysation, observation and coming up with the appropriate solutions tend to aid any
organization in improving workforce engagement (Mascarenhas, 2019). Apart from this will also

allow company to get to know about what they can do more for improving and filling up the
areas of issues and challenges.
Utilization of Metrics: This tool will help in determining about how engaged were
workforce is in regarding their job. So company's management team may come up or use
productivity metrics for tracking, measuring and improving performances. Organization likely to
use various types of metrics for measurement like performance metrics, productivity metrics,
quality metrics and many others. With the use of this tool or strategy management team being
able to keep regular check up on the working as this provides assistance in determining about the
workforce engagement towards their work (Employee Value Proposition: The Complete Guide to
Building a Great EVP, 2021). Not just that but this strategy also aids in improving retention rate
and increasing profits for the firm.
3. Constructing employee value proposition from the ideas and analysis being covered, including
strategies to raise levels of engagement.
These are a set of monetary and non monetary benefits provided by the organization to its
employees in return of the skills, capabilities and experience and contribution brought by them in
the organization. Employee vale proposition is the unique set of benefit that an employee receive
in return for the skills, and capabilities and experience being contributed by an individual in the
company (McGee and Crowley-Koch, 2021). An employee value proposition generate the
maximum return when it is built by around the attributes which gradually attract and retain the
talent of the employee.
Steps for creating employee value proposition Constructing employee value proposition:
1. Assess and align the offering with talent goals: what you currently offer: developing
the ERVP is started with the basics. The company must be clear about branding, and
helps in assessing what the company is currently offering and Branding must be clear of
the company. Determine the companies current offering. Also, adjusting the
compensation for reflecting the roles for planning and hiring in the future. For instance ,
if a company is planning to hire for the web developers, for this the company must offer
the internet allowance, flexible remote work and advance certifications of opportunities.
2. Interview existing and past employees : interviewing the current and the pasts
employees for building the strong EVP. The employees survey must be used for
collecting the feedback from the focus groups mainly the current and new line

employees. Also, spending time in learning the companies cultures, benefits, and perks of
the employees learning. Also ask the employees the flowing questions like why you like
working here, what are the motiving factors which promotes engagement.
3. Key Components of EVP: further definite the key components for the employees which
helps in framing the employee value proposition. It mainly includes the rewards(the
salary, stock options, benefit, soft perks etc.) the work consisting the job interest
alignments and work life balance; the company mission statement, product or service and
social responsibility; also the opportunity including the career growth, education, and
personal development, lastly the people from the executives down and the company
culture.
4. Employee value proposition: writing the string employee value proposition statement.
This statement should be clear, unique and inspirational with this it will help to attract the
employees and retain more talents. The employee value proposition must be aligned with
the expectations of the company and employees. By writing a defining the EVP must
include the business needs, expectation from employees, which makes EVP unique and
considering the insights of the employees.
5. Promoting EVP through the right channels: there are various internal and external
communicating channels being used to promote the EVP contents which are employee
testimonials, company and team blogs, company videos being promoted through various
channels are the career site, blogs, newsletters, social media, employee referrals, talent
networking email campaigns, and talent networking events. The promotional channel
which works best depends on upon the candidate personal which will be regarded as most
appealing. Also, various tools being used for promoting the EVP are talentlyft, creating
branded career suite, referral programs.
6. Review the results : Reviewing the results with the EVP will measure the key talent
responding the new EVP. It can be done by checking the key matrix such as the higher
engagements on the social media and job related posts, increase application, increasing
the responses from passive candidates, and falling attrition (5 Helpful Steps To Create An
Employee Value Preposition That Works, 2021). Reviewing the EVP time to time,
especially once in a year because the expectations of an individuals changes with time for
this the fresh takes are always important for proper working of company.

Strategies used for employee engagement
Various strategies used for increasing the employee engagement in the company mainly
includes:
 The company will offer flexible working hours to the employees for better engagement
at the workplace.
 Encouraging and paying for the real vacations to the employees by the company must pay
to the employees for the allotted holidays (Sun and Bunchapattanasakda, 2019). This
strategy is being adopted for showing the employees that the employees are not he
replaceable cogs in a machine, it shows concern toward employees while taking care
about their, mental health, and the happiness at company.
 Consulting the employees from different departments on changes and taking big
decisions. This will helps in motivating the employees.
 Also, by developing the clear and career progression plans and providing mentorship
opportunities for the great advancement will help in more retaining and engaging the
employees in the company.
 Offers with well-designed company retreats or off sites and by creating the inclusive
work environment which goes beyond the surface level.
CONCLUSION
From this report it can be concluded that professional business environment helps in
improving the efficiency achieve the desired target. Employee engagement helps in creating the
of better work culture, increases productivity and also helps in gaining more employee retention
rate. There are various drivers for the employee engagement in the workplace majorly includes
the Effective organizational culture and environment; Effective leadership; Perks, Benefits and
Compensations; Relationship with Management. Also, there are various tools being used for
employees engagement are Employee Surveys, Reward and Recognition Program, Utilization of
Metrics. Also, the different strategies and the steps involved in designing the EVP help in
retaining the employees in the company and also encourages the employee engagement.

REFERENCES
Books and Journals.
Bhardwaj, A., Mishra, S. and Jain, T. K., 2021. Analysis of strategic leadership for
organizational transformation and employee engagement. Materials Today:
Proceedings. 37. pp.161-165.
Burnett, J. R. and Lisk, T. C., 2019. The future of employee engagement: Real-time monitoring
and digital tools for engaging a workforce. International Studies of Management &
Organization. 49(1). pp.108-119.
Clack, L., 2021. Employee Engagement: Keys to Organizational Success. The Palgrave
Handbook of Workplace Well-Being. pp.1001-1028.
Lartey, F. M., 2021. Impact of career Planning, employee autonomy, and manager recognition on
employee engagement. Journal of Human Resource and Sustainability Studies. 9(02).
p.135.
Mascarenhas, B.G., 2019. Employer branding, employee value proposition, and employee
experience: New approaches for people management in organizations. In Strategic
Employee Communication.(pp. 97-103). Palgrave Macmillan, Cham.
McGee, H. M. and Crowley-Koch, B. J., 2021. Performance assessment of organizations.Journal
of Organizational Behavior Management. pp.1-31.
Sun, L. and Bunchapattanasakda, C., 2019. Employee engagement: A literature review.
International Journal of Human Resource Studies. 9(1). pp.63-80.
Online
5 Helpful Steps To Create An Employee Value Preposition That Works. 2021. [Online] Available
Through : <https://vervoe.com/create-employee-value-proposition/>
Employee Value Proposition: Magnet for Attracting Candidates. 2021. Online Available
Through:<https://www.talentlyft.com/en/blog/article/105/employee-value-proposition-
magnet-for-attracting-candidates>
Employee Value Proposition: The Complete Guide to Building a Great EVP. 2021. [Online]
Available Through:<https://blog.smarp.com/6-steps-to-build-your-employees-value-
proposition>
5 Helpful Steps To Create an Employee Value Proposition That
Works