Employee Engagement: Concept, Drivers, and Evaluation Tools

This report discusses the concept and drivers of employee engagement, and the different tools to evaluate engagement. It also explores techniques to increase employee engagement and create a worker value proposition. The report uses Marks and Spencer as a case study to illustrate the concepts discussed.

Employee engagement

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK...............................................................................................................................................3
Reviews the concept and drivers of employee engagement........................................................3
Analyses symptomatic tools to evaluate engagement:................................................................5
Make a worker value proposition from the thoughts as well as evaluation earlier ariled,
involving techniques to increase employee engagement:...........................................................5
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management of the company is responsible for recruiting and selecting
the right people with right knowledge and skill and according to the need of different
department. These skills and knowledge assist them in completing the given work in a very
effective manner which benefits the firm(Al-dalahmeh, Khalaf and Obeidat, 2018). It is very
important for the management of the company to analyse the contribution of the employees and
provide them a good and healthy working environment so that they can carry out the task with
utmost productivity. In order to improve the performance of the employees within the
organisation it is very important to make the proper strategic planning. The following report is
based on the Marks and Spencer which is a well known multinational clothing brand of
established in 1884 by the Michael Marks and Thomas Spencer. The headquarter of the company
is situated in the London, England, UK. The following report is going to cover the concept and
drivers of the employees engagement and the different types of diagnostic tools in order to
manage the engagement. This report also construct an employee's value proposition for the
different ideas and comprises of strategies to enhance the level of engagement.
TASK
Reviews the concept and drivers of employee engagement
The involvement of the employees within the organisation is the address of HR. the
employee engagement are used by the organisation in order to provide the healthy environment
to the employees which result in increasing the efficiency within the organisation(Chaudhary,
2019). The involvement of the employees within the firm assist them to keep motivated always
and the training provided to them assist them in attaining the set goals of the organisation. In
relation to the Marks and Spencer two way communication process is used by the management
of the company within the organisation because they value the contribution of employees for the
firm. This is very crucial not only for the success or growth of the company but also for the
retaining the employees within the organisation.
In addition to this, the profits of the company also affected form the engagement of the
employee's, if the they are not fully engaged then the target cannot be achieve on time. In simple
terms the engagement of the employees is all about the commitment, contribution, motivating
and most importantly the loyalty towards the firm. The workers of the M&S give their 100 %

efforts in order to achieve the set goals. The employee's of the respective company are not only
motivated towards their work but also posse a behaviour of highly goal driven. The main drivers
of employees engagement in context to the Marks and Spencer has been discussed below:-
 Culture of the company:- the culture of the company is being considered as one of the
major factor of the employee engagement. When a new candidate came into the
organisation the first and the foremost thing that they notice is environment. In relation to
the Marks and Spencer, the company have a well known image in the market and the
management provide the happy and friendly culture environment in order to support
their employees(Hameduddin and Fernandez, 2019). The company face the situation of
COVID 19 pandemic only because of the engagement as well as the contribution of the
employees towards the firm
 Support and empowerment:-the employees of the firm not only wants support the form
their seniors but also want the appreciation so that they can feel always motivated and
contribute as more as possible for the firm. The support and the appreciation are
considered as the most important term which enhance the skills and capabilities of the
fellow employees. In relation to the Marks and Spencer, effective training and
development programme are developed by the management of the firm on regular basis
they can evolve some new skills with in them and also adopts the new and innovative
thing.
 Recognition, rewards and Appreciation - this factor also assist in improving the
engagement of the employees with the administration. In relation to the Marks and
Spencer, when the employees of the respective company are recognition, rewards and
appreciate from the seniors then they feel motivated as well as excited for the job and this
develops a good working environment within the organisation(Men, O’Neil, and Ewing,
2020). Financial rewards are given by the M&S to their workers to develop an effective
relationship.
 Communication and feedbacks: this also played a very vital role in improving the
engagement of the workers in towards the company. In relation to the Marks and
Spencer, difficulties are face by the teams in communicating with the higher authorities
of the firm but higher management continuously tries to communicate with the

employees and give them feed back on regular basis. This is the best way of two way
communication and the feedbacks are given for the betterment of the employees feel
more engaged with the allotted job profile.
Analyses symptomatic tools to evaluate engagement:
Currently the culture and generation and remote workers but later the world wide
pandemic so many changes has been seen in the organisation. In relation to the Marks and
Spencer, flexible hour, remote working, restriction roles and many more are provided by the
management of the company. These things not only effect the different functions of the company
but also change the employees involvement scenarios. Different types of techniques are utilized
by the management of the company in order to identify the different methods of employee
engagement within the workplace of the organisation. Following are the different types of tools
which evaluate the engagement has been discussed below:-
 Employee survey – surveys are being considered as the most important tool which can be
used by the management of the company in order to evaluate the engagement of the
workers within the organisation (Opoku‐Dakwa, Chen and Rupp, 2018). In context to the
Marks and Spencer, it is calculated that there will be different types of questions in
relation to the aspects of the employees and their nature. On the other hand, the
employees of the company fills the form of surveys and this act as a support for the
business organisation in evaluating the responses of the workers in effective and
authentic manner. This tool assist the organisation in attaining and perceptibility of the
level of the employees encouragement and dealing with the qualitative task.
 HR tools -this tool support the management of the Marks and Spencer in order to
evaluate the engagement of the workers within the business organisation. This not only
assist the workers in performing the task in a very effective manner but also support the
organisation to gain the satisfaction of the employees(Othman and et. al., 2018). The
workers react on the feedbacks and this assist the organisation in order to identify that
whether the workers of the company are feel free at the workplace or not.
Make a worker value proposition from the thoughts as well as evaluation earlier ariled,
involving techniques to increase employee engagement:

Employee value proposition (EVP) provides employees with the benefits that an
organization offers to increase employee satisfaction. These are the rewards for the skills, talents,
diligence and power that pay to their organizations. This is even more important for all the
companies to evaluate the workers productivity and provide adequate development by the
providing the benefits such as promotion and incentives. In relation to the Marks and Spencer,
company management plans to to achieve the engagement of the employees in the work and for
which they are working on several techniques which are discussed below:-
 Appreciation from the leader as well as manager: - this is important for
achieving higher motivation to work efficiently within the organization. In relation to the
Marks and Spencer, company management manages employees for more productivity.
This allows employees to incorporate higher performance, improve their skills and
achieve this effectively.
 Rewards and monetary welfare - In relation to the Marks and Spencer the management
offer their employees several compensation and incentive benefits that have proven to be
effective for management(Sun and Bunchapattanasakda, 2019). These departments help
employees in encouraging and improve their performance, improve their skills, and focus
on the tasks they can perform, effectively stepping up their presence to higher rewards for
poorly performing employees. This also plays a very vital role in encouraging the people
to do the task.
 Organisational culture and structure -This is also an integral part of encouraging
workers to achieve higher position and perform effectively. In relation to the
Marks &Spencer, their business culture is efficient and motivating, and
employees support each other, communicate effectively, solve problems and set business
goals in order to achieve effectively. Employees, on the other hand,
know their job and territory like who they follow and who they have to report
their assignments. It will also help them to rid of the confusion and misunderstandings
associated with their work that they will present at an effective time.
It helps to justify the that a person always gets the job done. Therefore, both the
culture and structure of the organization play a key role in providing employees with a high level
of work involvement and increasing productivity.

There are several methods which can be utilized by the Marks & Spencer in order to
increase employee performance, productivity, and company involvement in the work, and these
techniques are mentioned below:-
 Supple hours of working to effectual performing workers:- In relation to the Marks
and Spencer, the managers need to use methods to increase employee work engagement.
Therefore, management can achieve pre-deadline goals and provide effective employees
with flexible working hours(Uddin, Mahmood and Fan, 2018). This technique helps
guide the effective productivity of those who are already working in the organization. In
addition to this, this also act as a support to encourage workers who are
not fully engaged in their work to improve their skills and performance.
 Making the workplace “Covid 19 safe”- This is essential for Marks & Spencer to make
their work environment and employees safer after the arisen of COVID 19 pandemic.
They can also introduce the social distance protocol for employee seating arrangements,
and managers can also complement the strategy of employee alternative appointments to
the office. Organizations can also provide employees with masks and hand sanitizers. It
also helps workers protect them from the spread of the Corona virus.
 Reconstructing roles – the management of the Marks & Spencer focus on the employee
skills which can be properly evaluated, critical skills and expertise can be evaluated and
only work related to expertise can be undertaken. It will help workers to get more
involved in the company later, as it will be more convenient to complete the work
effectively before the deadline before the work is assigned according to skill or expertise.
It also helps companies in improve the profitability and productivity of their
business(Wang, Hsieh and Wang, 2020).
 Prioritize employee feedback-The organization strives to listen to employee ideas and
thoughts and evaluate employee needs and requirements to function in the organization.
When employees complain, it is important for the company to take important actions as
soon as possible to mitigate the disability. The management of the company also respond
to employee feedback and opinions as soon as possible to help them work effectively and
assist the company achieve employee satisfaction, and employees are highly valued and

valued by the company. This allows the company to confirm that employees are doing
well(Young and et. al., 2018).
CONCLUSION
From the above report it has been concluded that, it is very important for the management
of the company to deal with all the the terms which are discussed above with their employees.
This assist the employees in becoming more productive and increase the level of engagement of
employees within the organisation. If the workers are effectively maintain within the
organisation then this support in various manner like higher workers involvement, effective
working culture and many more. Different types of elements are concluded in this report which
enhance the level of engagement within the firm. This report also concluded the different types
of identification tools like HR tools, workers life cycle, workers survey in order to evaluate the
involvements of workers. This also plays a very important role in order to develop the high value
of the workers performance in the firm.

REFERENCES
Books and Journals
Al-dalahmeh, M., Khalaf, R. and Obeidat, B., 2018. The effect of employee engagement on
organizational performance via the mediating role of job satisfaction: The case of IT
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Chaudhary, R., 2019. Corporate social responsibility perceptions and employee engagement: role
of psychological meaningfulness, safety and availability. Corporate Governance: The
International Journal of Business in Society.
Hameduddin, T. and Fernandez, S., 2019. Employee engagement as administrative reform:
Testing the efficacy of the OPM's employee engagement initiative. Public
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Men, L.R., O’Neil, J. and Ewing, M., 2020. Examining the effects of internal social media usage
on employee engagement. Public Relations Review, 46(2), p.101880.
Opoku‐Dakwa, A., Chen, C.C. and Rupp, D.E., 2018. CSR initiative characteristics and
employee engagement: An impact‐based perspective. Journal of Organizational
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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.
Sun, L. and Bunchapattanasakda, C., 2019. Employee engagement: A literature
review. International Journal of Human Resource Studies, 9(1), pp.63-80.
Uddin, M.A., Mahmood, M. and Fan, L., 2018. Why individual employee engagement matters
for team performance? Mediating effects of employee commitment and organizational
citizenship behaviour. Team Performance Management: An International Journal.
Wang, C.C., Hsieh, H.H. and Wang, Y.D., 2020. Abusive supervision and employee engagement
and satisfaction: the mediating role of employee silence. Personnel Review.
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.