Employee Engagement Strategies and Diagnostic Tools: A Case Study of The White Company

This report discusses the concept and drivers of employee engagement, diagnostic tools to measure engagement, strategies to raise levels of engagement, and employees' value proposition model in The White Company. It also covers the impact of COVID-19 on employee engagement and the importance of communication and collaboration in the workplace. The report concludes with recommendations for the company to improve employee engagement.

THE WHITE COMPANY

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Concept and drivers of employee engagement...........................................................................3
Diagnostic Tools To Measure Engagement...............................................................................5
Strategies to raise levels of engagement ....................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Business environment is the collection of all the internal and external factors such as customers,
suppliers, competitors etc. that affects the working of the company. For the effective functioning
it important that every employee contributes equally which can improve their performance. Due
to covid-19 crisis many companies have started work from home from the health and safety of
the employees. The report includes the concept and various drivers and diagnostic tools for the
employees' engagement(Breevaart,et.al, 2020). Apart from this the report covers the employees
value proposition model the various ideas and analysis and different strategies to raise the
employees' engagement for the benefit of the company as well as to the individual.
MAIN BODY
Concept and drivers of employee engagement
The White Company is a retailer of home décor, dinnerware and furniture established in
England and was founded by Chrissie Rucker in 1994. The company has over 50 stores. The
company usually sells neutral coloured products and includes home décor, furniture and clothing
and started selling their products online in US in 2014.
Employees are considered as a major part of the organization. It is said that if the workforce of
the company is enthusiastic and happy it will yield more benefit to the company. Employee
engagement has become priority for every business executives. In this changing environment,
management feels having high performing employees is essential for the long term sustainability
of the company(Chua, and Ayoko, 2021). It is also observed that the highly satisfied and
engaged employees results in increase in the productivity, efficiency and effective performance
of the employees. There are two components that need to consider regarding the employee
engagement that is engagement with the organization and engagement with the mangers.
Engagement with the organization refers to the behaviour of the employees with the senior
executives and includes trust, fairness, values and respect whereas the engagement with the
managers include the interaction with the managers and include receiving feedback and giving
directions to the employees. It is seen that high level of performance workforce is important for
the survival of the company. The main factor which is considered important is the
communication of the employees and the managers. It is mandatory for the managers to focus

on the employee engagement as the low level of employee engagement can impact the
financially to the organization resulting in diminishing the productivity and profitability of the
company.
Different motivating factors lead to engagement and commitments of the employees within the
organization. The drivers vary from business to business whether small or large scale
organization.
 The physical and mental health of the employees is the top most priority for the company
and if the company focuses on the wellness of the employees, it will influence the
engagement of the employees in the company. For the employees living in remote areas,
wellness plays a very important part as the mental and physical health of the employees
can become a serious factor and can negatively impact the engagement level(Park,et.al,
2017). It is also observed that before the pandemic the employee showed positive mental
health and if the company ignored the mental health of the employees can lead to
disengagement of the employees which can impact the productivity of the company.
 The company should not only focus on the increasing the productivity but also focus on
the growth and development of the employees as these are considered as the top
engagement drivers for the employees. The company should provide adequate amount of
training to the employees in order to perform their job with confidence and motivation.
The employees should be provided training periodically as the investment done by the
company now will yield profits in future by increasing the productivity and profitability
of the company(Oludayo, et.al, 2018). In the situation of pandemic the company should
also think and take initiative in providing training to the employees in remote areas. This
will help in increasing the engagement of the employees in the organization.
 The relationship with the co-workers also acts as driver for the employees when the
team members work in harmony, respect every team member and understand the
opinions of other members which creates positive relationship and also the culture of the
company will help the employees to engage and participate in the activities of the
company.
 Treating all the employees fairly and awarding the employees for the efforts and hard
work they have invested in the company for achieving the goals of the company can be a
driver for the engagement of the employees in the organization(Suhartanto, and Brien,

2018). These factors act as a motivator for the employees, and they will take initiative
and participate in the activities of the company.
 The managers and leaders of the company should organize open discussions with the
other team members and the employees should work by collaborating with other fellow
mates as its will help the employee to increase their knowledge and understanding their
job roles which can impact their performance and helps in building communication
network with the various members of the different departments(Galanti,et.al, 2021). The
managers should involve the employees to present their views regarding the affairs of the
company which can benefit the company and also increase the employees' engagement in
the company which will help the employees in their career in the future. It is important
for the management of the company to focus on the involvement of the employees in the
company as they are the integral part for the long term sustainability of the company.
Diagnostic Tools To Measure Engagement
Employees are the essential parts of the organisation as they represent the company in the
marketplace. Therefore, it is very important to identify the position and performance of the
employees within company (Saks and Gruman, 2017). The various diagnostic tool the company
utilized that give assistance in managing and improving the working quality of individual. It is
very complex precess to evaluate each and ever person's capability. For the success of the
business enterprises the manger of the white company use tool as mentioned below:
 Employees surveys: it is the most essential tool which the organisation used in order to
improve work efficiency of individual. The manager of the organization evaluate the
workflow of employees on that bases the responsible person of the firm provide
feedbacks to the worker in context to enhance the individual skills. With the assistance of
these tools the leader of the firm deliver motivation or encourage worker to provide
productive services to the consumer for the welfare of the company (Albrecht, Breidahl
and Marty 2017). The leader focuses with the help of survey which include several
questions. The survey is to be one with the questionnaire in which the manager asked
some question from the employees. The queries are related to thee satisfaction level,
alignment and forthcoming positioning. The manager appreciates the employees' strength

by offering some form of rewards and punish the worker in order to improve the
weakness which is determined in the survey.
 Human resources tool: it is one of the fastest growing tool in the modern era as the
people and most of the companies are depended on the technology. Similarly, the white
company is the one delivered relevant feedbacks to employees in order to enhance
consumer experience by delivering perfect consumer service in the marketplace The
organisation utilized the tool to develop unique entity in the market which attract or
generate new consumer (Barhite, 2017). So the company is utilizing the software which
is named as HRONE the manger of the organisation keep the record of employees
engagement by assuming the software. With the assistance of the software the manger
keep track on the moods, satisfaction and work capability of each and every member
delivering service to the company. That will make sure that the employees are not facing
any issuer which is related to the cultural and work quality of the company.
 Social media: it is the modern tool which is convenient process to evaluate the
functioning of the worker. The manger of the firm evaluate the engagement of the
employees by analysing the reviews and rates delivered by the manager on the social
media account The employees of the organization put the creative thinking ideas and
knowledge on internal social media to motivate or to analysis which worker is delivering
the productivity in the right direction (Khodakarami, Dirani, and Rezaei, 2018). Because
of the social media the manger of the firm has opportunity to understand the mind set of
the individual personally and help them to adopt some sort of ethical values.
 Exit and stay interrogation: in this element of diagnostic tool to measure the employees
engagement the manager of the organisation determine the exit interview question. Due
to this tool the company identify the area which suppose to improve in order to enhance
the skills and productivity in domestic as well as international marketplace. The human
resources manger asked to fill the query form to highlight the reason of existing so they
can develop more flexible service. By the assistance of the tool the manger and the
human resources department work on the specific areas of the company so the employees
continue their job role within the firm. The organisation provide training and
development programme in order to keep the employees engaged within firm.

Employees value preposition
The employees value preposition is the kind of strategy which the organisation utilized to deliver
the benefits to the employees. The workers of the organisation contribute skills, capabilities,
knowledge and experience of work in the company to acquire the benefits. The employees value
preposition is consisted of the components named as compensation, rewards , work life balance
in order to increase the employees' engagement for the welfare of the company. The manager of
the organisation is highly concern about the satisfaction of employees in context to that the
particular person used this plan of action. The leader of the company deliver the level of
satisfaction with the assistance of these plans of action.
The employees value preposition of the White company
Compensation
salary satisfaction
rewards and bonus
transparency
promotion
Benefits
off on time
holidays
health insurance
work flexibility
remote work
Career
training and development
flexibility
retirement
career development
Work environment
positive culture
mission
vision.
Cooperation and
cooperative behaviour
supportive nature
Strategies to raise levels of engagement
In order to increase the level of engagement the organisation utilized some strategies.
Like the manger of the organization use the power and recognition. The leaders encourage the
workers by providing rewards for the best performance and allow flexible working ours on
specific occasions like birthday, anniversary etc. the employees are appreciated by the written
notes feedback. Further it gives assistance in increasing the employees moral value, increase in
productivity and job with employees satisfaction(Rafique, 2019). The company focuses on the
well-being of the assets of the organisation. The leader treat the employees as the assets of the
company. The company allow the workers to give their opinion ion the process of decision-
making. Along with this the working people have the benefits of comfort zone which encourage
them to continue their work in adequate manner. The manger of the organisation respect, trust

and value the workers who are working within the firm in order to lead the market. In order to
increase the level of the employee engagement the responsible person of the company deliver
transparency to then employees which include clear mission and visions of the company.
CONCLUSION
From the above report it can be concluded that for the company it is very important to maintain
open communication culture in the company so that employees can work with harmony, respect
and understand the views and opinions of other employees which is beneficial for the company.
The drivers help the company to develop the understanding and development of the employees
and encourage the to perform better in their job roles. The company has also used the diagnostic
tools such as exit&stay interviews, social media, interviews and employees survey to measure
the engagement of the employees in the company. The report also summarize about the value
proposition model for the engagement of the employees in the company and it also specifies the
strategies which can be used by the company for the engagement of the employees in the
company.

REFERENCES
Books and Journals
Albrecht, S., Breidahl, E. and Marty, A., 2018. Organizational resources, organizational
engagement climate, and employee engagement. Career Development International.
Barhite, B.L., 2017. The effects of virtual leadership communication on employee
engagement (Doctoral dissertation, Bowling Green State University).
Breevaart,et.al, 2020. Engagement during demanding workdays: A diary study on energy gained
from off-job activities. International Journal of Stress Management.27(1). p.45.
Chua, J. and Ayoko, O.B., 2021. Employees’ self-determined motivation, transformational
leadership and work engagement. Journal of Management & Organization.27(3).
pp.523-543.
Galanti,et.al, 2021. Work from home during the COVID-19 outbreak: The impact on employees’
remote work productivity, engagement, and stress. Journal of occupational and
environmental medicine.63(7). p.e426.
Khodakarami, N., Dirani, K. and Rezaei, F., 2018. Employee engagement: finding a generally
accepted measurement scale. Industrial and Commercial Training.
Oludayo, et.al, 2018. WORK-LIFE BALANCE INITIATIVE AS A PREDICTOR OF
EMPLOYEES'BEHAVIOURAL OUTCOMES. Academy of Strategic Management
Journal.17(1). pp.1-17.
Park,et.al, 2017. The effects of empowering leadership on psychological well-being and job
engagement: The mediating role of psychological capital. Leadership & Organization
Development Journal.
Rafique, M.H., 2019. Employee value proposition.
Rounak, S. and Misra, R.K., 2020. Employee value proposition: an analysis of organizational
factors–the way to enhance value perception. Development and Learning in
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Saks, A.M. and Gruman, J.A., 2017. Human resource management and employee engagement.
In A research agenda for human resource management. Edward Elgar Publishing.
Suhartanto, D. and Brien, A., 2018. Multidimensional engagement and store performance: The
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Performance Management.
Yakimova, Z.V., Tsareva, N.A. and Vlasenko, A.A., 2017. Value personnel management:
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( Rounak and Misra2020) (Yakimova, Tsareva and Vlasenko, 2017)