Managing People Assessment 2 - Employee Engagement and Strategies

This report discusses the concept and drivers of employee engagement, diagnostic tools to measure engagement, employee value proposition, and strategies to raise employee engagement. The report focuses on Tesco, a British multinational groceries and retailing organization. It covers various measures taken by Tesco to enhance employee engagement during the pandemic, such as working from home, flexible working hours, job redesigning, and restructuring roles. The report also explains the importance of employee engagement and how it helps organizations to attain their goals and objectives efficiently.

Managing people

Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Reviews the concept and drivers of employee engagement........................................................3
Evaluates diagnostic tools to measure engagement.....................................................................5
Employee value proposition and strategies to raise levels of engagement..................................6
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Employee management is defined as the procedure that enable organisational employees
to perform their task in best possible manner to attain determined goals and objectives with
efficiency and effectiveness. It is considered as the holistic process that is related to all human
resource activities such as recruitment, performance management, payroll management and
others. In current business environment, it is important for the organisations to enhance
employee engagement because it reflects level of enthusiasm and dedication of employees
towards their job. In this report chosen organisation is Tesco which is British multinational
groceries and retaining organisation founded in 919 by Jack Cohen. Headquarter of organisation
situated in Hertfordshire, England, UK. This report covers concepts and drivers of employee
engagement, various diagnosis tools to measure engagement level. Along with that, employee
value proposition and strategies to raise employee engagement explained.
TASK
Reviews the concept and drivers of employee engagement
Concept of employee engagement: Employee engagement is defined as the human
resource concept that defines the level of enthusiasm as well as dedication that employee feel
towards their job. Engaged employees are more productive for organisation and contribute to
attain determined goals and objectives in efficient and effective manner. Employee engagement
is linked with employee satisfaction and morale that plays important role in success of
organisation (Bratton, 2020). Tesco takes various actions and develop strategies to enhance
employee engagement such as maintaining effective communication, offer rewards and
development opportunities, include in decision-making process and providing them regular
feedbacks that motivates employees and enhances their satisfaction level with organisation. The
main objectives of employee engagement ensure that employee feel committed with
organisational goals and objectives and motivates them to contribute in business success.
Drivers of employee engagement: There are various drivers that lead employee
engagement in organisation and plays important role in enhancing employees satisfaction as well
as retain them with organisation for longer period of time (Hartley, 2019). Tesco uses these
drivers to improve overall employee’s engagement and performance level. Some drivers are
explained below:

 Leadership: Leadership is the key engagement driver of employees because effective
leadership enhances employee’s confidence and enable them to take healthy and well-
informed decisions. Organisational leadership approach reflects its culture, vision and
other aspects that influence employee’s attitude. Tesco ensure the flexible and efficient
leadership style is being adopted that motivates employees to retain with organisation.
 Collaboration and teamwork: It is major driver that plays important role in employee
interaction with co-workers. As most of time employees are spend with their peers so, the
aspect of teamwork and collaboration influence employees and enhance their engagement
level with organisation (Hillson, and Murray-Webster, 2017). Tesco ensure that there is
collaboration and sense of team work is maintained that motivates other employees as
well to contribute in attaining determined goals and objectives in best possible manner. Working environment and work life balance: These are the factors that impact on
employee engagement level with organisational operations. Supportive and efficient
working environment enable employees to enhance their performance and productivity. If
employees feel working environment comfortable and improve their engagement level
with organisational operations and tasks.
 Perk, benefits and compensation: All these aspects directly and indirectly impact on the
engagement and satisfaction level of employees. If organisation provides suitable and
appropriate benefits and compensation to employees than it motivates employees to
perform their defined operations in best possible manner (Inderjeeth, Harrod, and
Inderjeeth, 2019). Tesco analyses employee’s performance and appropriate compensation
and perks that helps organisation through enhancing employee engagement level.
 Feedback and recognition: Feedbacks and recognition plays important role in enhancing
overall employee engagement. If organisational managers provide feedbacks to
employees in positive manner than it motivates them to improve their weak areas and
perform in efficient manner. Recognition for employee’s extra performance and efforts
motivates employees to contribute in attaining business goals and objectives. Tesco
manager provides feedbacks and recognition to employees that improve employee’s
morale and satisfaction level.

All these are the drivers that are helps for business to enhances employee engagement
level with organisation that facilitates business to attain its determined goals and objectives on
time with greater efficiency and effectiveness.
Evaluates diagnostic tools to measure engagement
There are various measures are taken by the organisation in the period of Covid-19 with the
objective of enhance employee engagement, performance and well-being of employees with
organisation. Some measures that are adopted by the Tesco in pandemic are mentioned below: Working from home: In the pandemic, organisations provide work from home in which
employees can perform their operations from their homes. It enhances employee’s
performance as well as engagement level.
 Flexible working time: Tesco maintains flexible working hours for employees that
enhance their employee’s morale that improves their working performance and
productivity (Kaufman, 2019). It creates positive working environment in which they can
perform there determined operations in best possible manner and contribute in attaining
organisational goals and objectives. Job designing and restructuring roles: In the pandemic, it is required by the organisation
to redesign job and its roles as per the suggestions of employees. Organisation need to
provide roles and responsibilities among employees according to their skills and
capabilities that enhances their overall performance and productivity level. Making workplace Covid-19 safe: Tesco maintains all rules and regulation to avoid the
situation of virus spread at workplace. Social distance is maintained, it is compulsory to
wear mask and sanitize hands regularly. Along with that organisation run business in
different shifts to avoid rush in organisation.
Employee measurement tools: There are various tools are used by the organisation to measure
the engagement and performance level of employees with organisational task and operations
(Mey, and van Hoven, 2019). These tools enable organisation to create effective strategies that
lead business towards growth and success. Tools used by Tesco are explained below:
Employee survey: Employee survey is considered as the quick and effective method of
measuring employee engagement in organisation. It helps organisation to get feedback from
employees and motivates them as well as get effective ideas from them. As two-way
communication is considered as the important thing to engage workforce and analyse employee’s

perception and feeling in organisation. Tesco concentrates on survey questionnaire on the bases
of three metrics like satisfaction, alignment and future orientation.
Exit and stay interviews: In organisation, employees leave at different point of time so it
becomes important for the organisation to identify the actual cause behind it. Conducting exit
and stay interviews helps HR managers to identify the areas of improvement to enhance the
employee engagement. Manager of Tesco ask various questions and take feedback from
employees as well as ask them to fill the questionnaire.
Make small focus group: As Tesco is the multinational organisation so it is very difficult
for it to conduct one-on-one meeting with employees. It is important for the organisation to
formulate focused group. Managers of organisation prepare set of various questions based on
asking employees that they feel comfortable in organisation. It enables business to know what
can be done to improve employee engagement and productivity (Nieforth, and O'Haire, 2020).
Organisation can analyse employee’s ideas, views and performance level and develop policies
accordingly to attain determined goals and objectives in efficient manner.
Measure employee’s productivity metrics and retention rates: Retention rate as well as
employee productivity metrics enable business to analyse and measure the engagement level
because these aspects directly impact on employee’s engagement and retention level. Through
measuring these aspects, Tesco can properly analysed employee’s engagement at workplace.
Employees productivity reflects their engagement level in business operations properly.
All these tools are used by the organisation to measure employee engagement level that
helps business to develop effective strategies that lead business to attain determined goals and
objectives in efficient manner.
Employee value proposition and strategies to raise levels of engagement
Employee value proposition: Employee value proposition is defined as the set of benefits that are
received by the employees in return of their skills, capabilities and experiences that they bring in
organisation. These are monetary and non-monetary benefits that are provided by an organisation
to its employees. It is important for the organisation to construct employee value proposition
because it boosts employee’s morale and performance level. Some steps that are undertake by
Tesco are explained below:

Assess what you currently offer: In this stage, organization analyze current offerings and
employee satisfaction level with these offerings. Through understanding employee satisfaction
level, business can create policies accordingly.
Interview your existing and past employees: Tesco conducts interview of its existing and
past employees to analyze their state of mind and access that its current offering is appropriate
to build strong employee value proposition. Organization uses employee survey to collect their
feedback than create strategies accordingly.
Define the key components of EVP: In this step, organization define all important key
components of EVP to employees that motivates them to perform with greater efficiency and
effectiveness. Organization takes decisions regarding salary range, employment benefits, career
growth opportunities, working environment and organizational culture. Tesco provides
recognition, training and development opportunities to employees that enhances their values in
organization.
Write employee value proposition: After analyze different aspects, organization write
employee value proposition statement which must be clear, unique and inspirational. It helps
Tesco to align employees as well as organizational expectations and lead business towards
growth and success.
Promote EVP through the right channels: Organization uses internal and external
communication channels such as newsletters, emails and blogs to communicate their value
proposition to employees that impact on their experience and performance level (Tapase, 2019).
Tesco motivates employees through providing them value and recognition.
Review the results: At last employees measure the results regarding how employees
responding to new employee value proposition. It can be measured by the employee’s
engagement level, application forms, falling attrition and responses from employees. Tesco
review employee’s performance and make correction in these to attain determined goals and
objectives.
Strategies to raise employee engagement: Business uses various strategies to enhance the level
of employee engagement that helps business to attain determined objectives in efficient manner.
Some strategies are adopted by the Tesco that are implemented to improve employee
engagement and their performance level:

 Promote two-way communication and encourage participation: If organisational
manager communicates with employees on regular bases and encourage employees to
participate in business decision-making process. It enhances employee’s engagement
through maintaining transparency because it enables employees to understand corporate
decisions that helps them to handle various situation in appropriate manner. Management
of Tesco encourage employees to share their ideas and point of views that enhance their
value in organisation. Organisation also maintains a certain level of equality and
unbiasedness that motivates employee’s engagement and performance level.
 Provide training and development opportunities: It is important for the organisation to
provide regular training and development opportunities to employees that improve their
skills, capabilities and performance level. Sustainable development of employees engages
them with organisational long-term objectives and enhance their collaboration with other
staff members (Riccucci, Naff, and Hamidullah, 2019). Tesco conducts training and
development programmes that encourage employees and enhance their engagement level
in business operations.
 Recognise employees work: Rewards and recognition provide motivation to employees
and enhance their level of engagement in business task and operations. Recognising and
acknowledging employee’s performance creates positive working environment at
workplace, improve their morale, well-being as well as engagement and productivity
level that improves overall performance of organisation in competitive business
environment.
 Prepare effective action plan: To improve the level of employee engagement,
organisation prepare systematic and effective action plan in which all employee’s roles
and responsibilities are allocated properly. It helps employee to recognise their work
responsibilities and perform them in appropriate manner. Tesco creates SMART goals
than develop actions plan and lead employees in right direction as well as provide them
sense of achievement that enhance them with business operations.
CONCLUSION
It can be concluded from the above presented report that employee engagement is important for
the organisation to attain determined goals and objectives in efficient manner. There are various
drivers such as organisational culture, environment, recognition policies and other that impact on

employee’s engagement level in business. Business uses various tools to measure employee’s
engagement as well as develop strategies to improve employee performance, satisfaction and
engagement towards business task and operations that lead business in the direction of growth
and development.

REFERENCES
Books and Journals
Bratton, J. ed., 2020. Organizational leadership. Sage.
Hartley, S.E., 2019. Re-imagining the role of the physiotherapist when managing people with
long-term conditions. Physiotherapy Theory and Practice, 35(11), pp.1005-1014.
Hillson, D. and Murray-Webster, R., 2017. Understanding and managing risk attitude.
Routledge.
Inderjeeth, C.A., Harrod, W. and Inderjeeth, A.J., 2019. Osteoporosis in older people Managing
the risks. Medicine Today, 20(8), pp.10-18.
Kaufman, B.E., 2019. Managing the human factor. In Managing the Human Factor. Cornell
University Press.
Mey, E. and van Hoven, B., 2019. Managing expectations in participatory research involving
older people: what’s in it for whom?. International Journal of Social Research
Methodology, 22(3), pp.323-334.
Nieforth, L.O. and O'Haire, M.E., 2020. The role of pets in managing uncertainty from COVID-
19. Psychological Trauma: Theory, Research, Practice, and Policy, 12(S1), p.S245.
Riccucci, N.M., Naff, K.C. and Hamidullah, M.F., 2019. Personnel management in government:
Politics and process. Routledge.
Tapase, A., 2019. Book Review: Toyota Kata-Managing People for Improvement and Superior
Results. Lean Construction Journal, pp.21-25.