Employee Engagement Strategies for Ibis Hotel London

This report discusses the concept and drivers of employee engagement, diagnostic tools to measure engagement, and strategies to increase engagement at Ibis Hotel London. It includes an evaluation of the employee value proposition and various strategies to foster engagement, such as giving teams a voice, challenging teams, and rewarding innovation.

Report for Ibis Hotel
London

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Review the concept as well as drivers of the employee engagement..........................................3
Evaluate the diagnostic tools to measure the engagement...........................................................5
Construct the employee value preposition from ideas and analysis covered previously,
including strategies which can raise the level of engagement.....................................................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The employees are the asset of the organization wherein they work for the success and
growth of the company by contributing in achieving their business goals. When employees are
contributing to the workplace, it is the duty of every employer to provide the safe working
environment to all so that they can be retained in the organization. One such method of
motivating and retaining the workforce is employee engagement so that there is smooth working
of the company and the staff turnover is reduced. Employee engagement can be referred to as an
extent to which the workforce feels passionate about their working and job and are committed to
the company. Its main aim is to drive the performance by building such effective strategies
which can help in creating the healthy culture, increase productivity and low staff turnover
(Hoque and et. al., 2018). The company chosen for this report is Ibis hotels, the brand of
economy hotels which was founded in the year 1974 and is headquartered in Evry, France. The
report is based on Ibis hotel London. It will cover the concept and drivers of the employee
engagement, diagnostic tools to measure the engagement and employee value preposition
including strategies to raise the engagement.
MAIN BODY
Review the concept as well as drivers of the employee engagement.
The employees that feel connected to the organization are tend to be the hard workers, stay
longer in the workplace as well as motivate others in order to do the same. The employee
engagement is something which measures as to how the employees feel about the workplace and
based on their perception, the workers are categorized into four groups which are discussed
below-
 Highly engaged workers: They are the one who hold the favourable opinion of their
workplace and are connected with their teams and loves their jobs due to positive feeling
about the company. They motivate and encourage other employees to do their best.
 Moderately engaged employees: The employees under this category look at their
workplace in moderately favourable light as they like the company but look at
opportunities in order to bring improvement. They do not ask for responsibility and may
remain underperformed but their job has something which can hold them from full
engagement.

 Barely engaged employees: These types of employees feel an indifferent towards their
employment place as they lack inspiration for their position. They are the one who
research for other jobs and are also at the risk of high turnover.
 Disengaged employees: They have negative opinion about the workplace as they are
disconnected from goals, mission and the future of company. They do not have
commitment towards their responsibilities and position (Sharma and Kumra, 2020).
Ibis hotels London is struggling to bring high employee engagement at the workplace so that
the employees can get motivated and passionate regarding their working. In order to bring
improvement in the viability of company, it can bring such drivers which can improve the
employee engagement. There are many advantages attached to it which includes increased
productivity of employees, high retention of workforce, more customer satisfaction, less
absenteeism and better health of employees. All these helps in contributing for the success and
growth of Ibis hotel so that it can stand ahead of its competitors and battle it to take the better
position at the marketplace.
Drivers of employee engagement
As the concept of employee engagement reflects an extent to which the workforce feels
motivated and invested in work so the high engagement of employees leads towards more
satisfied and productive employees are retained at workplace. There are different drivers to it
which can be used by Ibis hotel in order to bring high employee engagement so that there is
productive and satisfied workforce contributing towards its success. These are illustrated below-
 Autonomy: This plays an essential role in motivating and inspiring the employee to do
their best. Having autonomy at Ibis hotel means that the employees are being trusted in
order to make such decisions which can help in working the best. With this drivers, the
employees are given freedom to make the choice as to how to manage the time and work
so that the employees are more prone to feel invested in organization.
 Fairness: It is concerned with an extent to which the employees are being treated fairly
and equitably. This driver reflects different range of essential indicators as to how
workers feel regarding the work for which they are being asked to do. Ibis hotel can make
sure that that there is fairness at workplace as the employees compare their work
circumstances constantly with others so it is essential or Ibis hotels to set the clear

expectations and have the consistent process around the rewards (Burton and et. al.,
2017).
 Role clarity: When the employees are being made clear with their roles which are to be
entailed, they are able to connect clearly as to how their regular task may impact
business. Ibis hotel can make sure that it provides adequate role clarity to its workforce so
that they can consistently work with intention and focus in order to drive employee
engagement.
 Co-employee’s relationship: This drive is concerned with the relationship of employees
with its co-workers. When the members of the team have mutual respect for others, there
is positive relationship being instilled with the trust. These relationships are important as
it will help Ibis hotels to bring its employees close so that they can collaborate with each
other and be nurtured by the organizational culture which is supported largely for the
positive and healthy relationship so that there is employee retention (Iqbal and et. al.,
2017).
Hence, by making use of these drivers, Ibis hotel can bring employee engagement so that
there is commitment and passion from the side of employees towards the company which can
contribute in its success.
Evaluate the diagnostic tools to measure the engagement.
The employee engagement is one of the leading topic of discussion for the companies
especially post the pandemic era where the employees are working still remotely or from homes.
The workforce which is highly engaged tend to work hard and stay in the company with same
passion for longer time period. However, the engagement of employees does not remain
constant, it fluctuates with time, so Ibis Hotels can make use of the following tools in order to
measure the employee engagement at its workplace so that it can take appropriate steps to ensure
high employee engagement. These are discussed below-
 Employee recognition and reward programs: The workforce rewards and recognition
activities are considered as the best way to identify the employees who are engaged at
workplace. It places direct impact on the employee engagement and reverse of its stands
true, which involves identifying number of workers receiving the rewards so that the HR
and managers of Ibis hotel can identify the employee engagement.

 Employee surveys: It is one of the quick and effective method to measure the employee
engagement as it not only helps in measuring the engagement but also helps in the
employee motivation and getting the ideas from the workers. The managers of Ibis hotels
London can send the small and simple survey to employees which involves questions
regarding their work so that they can identify the engagement of employees and also help
them to make understanding of the temperament of company.
 Exit interviews: Asking right questions is essential but at the same time asking some
questions as to why key performers of company are opting to make a depart from
company is also every important. The valuable feedback from them can help in
identifying the improvement areas in order to attract and retain the employees. Ibis hotel
can get engaged in conducting the written questionnaire with exit interview at the time of
final week of employee on hob so that it can take feedback in respect of improvement so
that timely measures are taken to bring employee engagement which can reduce staff
turnover (Presbitero, 2017).
Construct the employee value preposition from ideas and analysis covered previously, including
strategies which can raise the level of engagement.
The employee value preposition can be referred to as the unique set of advantages which
the employees receive in return of the skills, experiences and capabilities which they bring at
workplace. Ibis can construct its own employee value preposition by inculcating the following
components in its workplace which includes what the employees as well as company wants. It
includes firstly the financial rewards such as bonus, salary, stock options, etc. Second is
employment benefits such as paid leaves, retirement benefits, and many others. Third is career
development opportunities such as training relating to technical matters, leadership, mentoring,
sponsored courses, etc., fourth is working environment which must include flexible working
time, recognition, communication system, etc. so that positive and healthy environment is
created and lastly the culture of company which must include team support and communication,
positive relation among workforce, trust as well as collaboration, etc. (Shuck, 2019). All these
components will together make up the employee value preposition for Ibis hotels London so that
it can attract and retain the employees.

Figure 1: Employee value preposition, 2021
Strategies to increase employee engagement
It is no more a secret that the employee engagement is important vitally for brining
improvement in the productivity of employees at workplace. Any team which is disengaged tend
to underperform while the engaged team tend to have the capability of the unprecedented
performance. Inspiring the engagement is easy but it requires the clear strategy to make it
possible so that an environment is created which involves engagement (Cowan, 2017). Ibis can
make use of the following strategies so that it can raise the level of engagement which are
discussed thereunder:
 Give the teams a voice: If an organization wants to enhance the engagement on its
without he input from the people who are to be engaged, it is a wrong way to work as the
employees must be included in the discussions and debates so that they can work as per
their own will and ideas. This will increase the confidence and morale of the employees

as they will be valued and happy to get themselves involved in discussed, after they are
the one who execute it. Ibis Hotels can encourage discussion from its employees so that
their ideas and opinions are respected and included in order to increase engagement.
 Challenge the teams: The foremost reason for the employees feeling lack of engagement
is that they are not being challenged in their working. If the employees are not given
regular challenges in their roles, they tend to turn up in the comfort zone and result in
slipping in the state wherein the work becomes the second nature and they stand still
rather than pushing themselves to reach the high level of performance. Ibis Hotels
London can engage each of the employees in the challenges so that they can use their
critical and analytical skills in order to perform their best so that employee engagement at
workplace is enhanced (Shastri and Rajpurohit, 2017).
 Reward innovation: The employees who are unwilling or unable innovate tend to be
disengaged which means that they do not feel like doing the things in different manner so
they continue to adopt similar practices as earlier. Ibis hotels London can reward its
employees for the innovation drive by them as it inspires the engagement and rewarding
them for innovation can foster innovative working environment which leads in enhanced
productivity and performance.
Hence, from the above mentioned strategies, Ibis Hotels can make use of any of the
strategies so that it can increase the employee engagement at workplace which will foster
enhanced productivity and performance.

CONCLUSION
It is concluded from this report that employee engagement is the essential for the company
as it retains and attracts the talent in the workplace as it makes the workers passionate about their
work and job. There are different drivers to it which includes fairness, autonomy, etc. There are
various strategies which can be opted by Ibis Hotel London which includes reward for
innovation, challenging teams, giving the voice to teams, and many others. These can help the
organization to foster engagement at workplace so that there is increased performance and
productivity.

REFERENCES
Books and Journals
Burton, W.N., and et. al., 2017. The association of employee engagement at work with health
risks and presenteeism. Journal of occupational and environmental medicine. 59(10).
pp.988-992.
Cowan, D., 2017. Strategic internal communication: how to build employee engagement and
performance. Kogan Page Publishers.
Hoque, A.S.M.M., and et. al., 2018. Role of employee engagement on compensation system and
employee performance relationship among telecommunication service providers in
Bangladesh. International Journal of Human Resource Studies. 8(3). pp.1937-1937.
Iqbal, I., and et. al., 2017. Impact of employee engagement on work life balance with the
moderating role of employee cynicism. International Journal of Academic Research in
Business and Social Sciences. 7(6). pp.1088-1101.
Presbitero, A., 2017. How do changes in human resource management practices influence
employee engagement? A longitudinal study in a hotel chain in the Philippines. Journal
of Human Resources in Hospitality & Tourism. 16(1). pp.56-70.
Sharma, P.K. and Kumra, R., 2020. Relationship between workplace spirituality, organizational
justice and mental health: mediation role of employee engagement. Journal of Advances
in Management Research.
Shastri, N.M. and Rajpurohit, N., 2017. Employee Engagement Analytics: Enhancing the Firm
Value. The Management Accountant Journal. 52(11). pp.31-35.
Shuck, B., 2019. Employee engagement: A research overview. Routledge.