Managing People 2: Reviewing Employee Engagement and Diagnostic Tools

This report from Desklib explores the concept and drivers of employee engagement, evaluating diagnostic tools to measure engagement, and constructing an employee value proposition. It includes strategies to raise levels of engagement and improve productivity, as well as case studies and references to relevant research.

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MANAGING PEOPLE 2

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TABLE OF CONTENTS
INTRODUCTION...............................................................................................................3
1.Reviewing the concept and drivers of employee engagement..................................3
2. Evaluating diagnostic tools to measure engagement...............................................5
3. Constructing an employee value proposition from the ideas and analysis previously
covered including strategies to raise levels of engagement.........................................6
CONCLUSION...................................................................................................................8
REFERENCES..................................................................................................................9

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INTRODUCTION
Managing people is difficult and critical task for managers and human resources
department. An effective management team ensure about the comfort of employees
and engage them to work with passion. ASDA, UK deal in fresh groceries, clothing,
homeware and other facilities in order to attract their customers they provide online
shopping facility also. The present report will provide detailed information about drivers
of employee engagement. In addition, it will give benefits of utilizing motivation method
in order to improve productivity. Furthermore, the report will give information about
various tools to measure employee engagement. At last, the case study will construct
an employee value proposition so that it will be beneficial for individual performance in
order to encourage them to work effectively and efficiently.
1.Reviewing the concept and drivers of employee engagement
Employee engagement plays a vital role in managing employees in the company
and it is useful to measure engagement as it provides understanding about strengths
and weaknesses of the firm at any given time. Managers of the company can use this
method to find out detailed information about employee’s motivation level (Xing and
et.al., 2021). They can identify areas for improvement and make necessary changes
that will help them to share positive organisational culture in effective ways. Employee
engagement is all about job satisfaction, positive environment, happiness about work,
motivation level and mutual understanding between managers and employees.
Employee- manager relationship- employee engagement is not just about job
satisfaction and happiness of employees. It is also about great bonding between
manager and employees, which is beneficial for company’s success.
Fairness and safety policies- it is important to treat people fairly and equally as it
indicates how employees feel about the work and task. Providing benefits and
compensation on the basis of their achievements and efforts is important to motivate
employees. This driver reflects a range of essential indicators such as how they feel
about the level of respect they are given by supervisors and team mates. So, it is
necessary for managers to set clear expectations about employee’s experiences and
have a regular process around rewards.

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Positive work environment- An effective and positive organisational culture will
motivate the employees so that they can achieve success (Saks, 2021.). This driver is
an important one because it can create bonding between team mates and top-level
management. So, managers need to make sure to adopt effective communication skills
and arrange weekly meetings to understand the job satisfaction of the employees. They
need to guide them about what improvement are to be needed in order to achieve
personal development.
Team members relationships- relationships between team mates play a huge role
in how people feel about each other and their contribution. To avoid conflicts in the
company between team members, the supervisor needs to look at fairness,
development, improvement with respect to employees. This is beneficial for achieving
team goals within the company and successful business in competitive market.
Mental and physical wellbeing – If staff member is engaged, they are encouraged
and motivated towards business work, they are productive and most importantly, they
are fit and healthy. ASDA managers ensure to create positive and safe environment for
employees so it would benefit the mental and physical health of employees.
Training and learning development – providing effective training to employees
will motivate them to work efficiently. This can help to build mutual understanding
between top level management team and employees (Verčič, 2021). This can boost
productivity and improve individual performance which is beneficial for the company’s
performance.
Goal support- a goal support is the key to business success as employees need
more attention while completing their task. It is mandatory to provide full support to
employees so that they can achieve company’s objective with their team mates. So, the
managers of ASDA help its employees by giving them full support such as assigning
team members personal duties and responsibilities and guide them to make decisions.
Integrity and availability – integrity measures whether or not employees feel their
supervisors are committed to doing what is best for the staff members or company both.
On the other hand, availability shows to employees that how visible its managers are,
so if employees feel that managers are connecting with staff members to achieve goals,
they would be motivated towards achievements.

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Autonomy- this driver plays a vital role to motivate and encourage employees to do
their work in a best way. Here, staff members are trusted to make operational decisions
and other important decisions about specific job role. When managers of ASDA give
freedom to choose how to handle their time and shared visions or ideas, employees feel
invested in the organisational mission.
True and fair feedback- nowadays, company utilizes employee engagement
survey to collect feedback from employees in order to understand the work experience
and wellbeing of employees (Li and et.al., 2021). Receiving true feedback from
managers helps employees understand whether they are meeting company’s goals or
not and what major changes can be done. Constructive feedback can strengthen
employee and manager relationship which is beneficial for company’s performance.
2. Evaluating diagnostic tools to measure engagement
Work from home – During covid-19 pandemic, the managers of the company
create a policy such as work from home and flexible working hours (Elomien and et.al.,
2021). This tool is utilized by company to encourage employees in order to increase
productivity of employees. They think that it is the best way to measure the performance
of staff members and understand the employee engagement. Moreover, there was few
drawbacks of work from home facility such as disturbance from family members,
negative impact on personal life, overburden of work, pressure of being active etc.
Making positive work environment and workplace “Covid-19 safe’-During
pandemic, company have taken measure steps to make workplace covid-19 safe, this
was they best method the firm has adopted to increase employee engagement (Amin
and et.al., 2021). Various strategies such as screening with thermometer to detect body
temperature, providing free masks, giving them free sanitizers and tracing tools to
detect the infected person. The company was more concerned about social distancing
so, they have provided facilities such as work from home, flexible working hours.
Job design- According to research, job design of employees is one of the most
important factors which influence engagement levels of staff members. Reports have
shown that employees jobs which offers experiences like responsibilities, roles and
challenges facilitate high levels of employee engagement. The main objective of using

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this tool is to optimise work progress and processes of employees and improve
performance.
Employee surveys- To understand the job satisfaction level and productivity of the
employees, it is important for company to do employees surveys. this should include
career growth and development, individual needs, manager commitments,
communication system, reward system and other resources, team dynamics and
employee engagement outcomes. This tool also measures the motivation level, passion
and weaknesses which needs to be improve.
Personal interviews – An employee company’s culture survey and personal
interview measure the view point and opinion of staff members about work culture. This
tool is basically designed to assess whether employees work experience and
expectations aligns with that of the company’s departments (Agusra and et.al., 2021).
Here, the managers of ASDA ask their employees in face-to-face survey about sense of
purpose, satisfaction and other aspects personally. The major purpose of utilizing this
tool is to explore the true and fair responses of employees to collect detailed information
about their experience.
Measure productivity metrics – the most famous tool to measure employee
engagement is to measure productivity metrics with the help of key performance
indicators, balance scorecard, feedback system. This helps to find out satisfaction,
revenue per employees, individual performance and other metrics. The managers of the
company track and measure the efficiency of employees work performance. This also
shows how quickly and easily employees are completing their task without any delay.
This metrics are also useful to highlights the productivity at individual level and
improvement of staff members performance.
Retention rate- this is the best tool to measure engagement of employees as it
shows employee retention rate and find out the percentage of employees voluntarily
leave their jobs (Hitka and et.al., 2021). High turnover will impact the institutional skills
and hinder efforts to foster organisational culture. The managers of the company utilize
many steps to decrease the turnover such as encouraging employees with the helps of
career opportunities, training and development programs, offerings personal
improvements sessions.

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Reward programs for employees- Another best way to motive employees and
encourage the efficiency of staff members is to provide them rewards and incentives so
that they can perform better and increase productivity. So, the manager of ASDA
company makes reward program trackable to understand the satisfaction level of staff
members. Moreover, the company has tied up employees’ rewards programs to real to
recognition in order to achieve employee engagement.
3. Constructing an employee value proposition from the ideas and analysis previously
covered including strategies to raise levels of engagement
An employee value proposition is known for benefits and facilities that a staff
member receives in return for their efforts, ability to work, capabilities and work
experience they bring to an organisation. An effective employee value proposition will
help company retain top performing employees in order to achieve employees’ goals.
The company can give employees benefits and compensation in order to motivate
them they must also include reward programs, working flexibility and freedom to take
part in business decision (Sitopu, Sitinjak and Marpaung, 2021). If employees of the
company feel motivated, they will understand the importance of success thus, they
would make efforts to achieve common goals as team work. If staff members of the firm
feel valued and mutually respected, they would work efficiently and effectively.
Nowadays employees are more concerned about feedback, it influences their
confidence level and motivate them to work passionately. So, it is mandator to start by
regular check-ins for each and every employee. The leaders should talk to their
employees directly to discuss problems faced by them and must provide relevant
solutions in order to avoid any uncertainty. The managers must prioritize feedback
method so that employees can understand their weaknesses and strengths and make
necessary change.
The supervisor of ASDA company emphasizes mission statement which is
beneficial for employee engagement. The company needs to focus on mental and
physical well-being of staff members (Employee value proposition, 2021). Healthy
employees are beneficial for performance of company, so the company need to offer
meditation classes and motivate them to take mental health days when they need break

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from office and must go on holidays. Facilities like work life balance, time management
skills and others need to be done.
Compensation and benefits
 PayScale
 Incentives
 Bonuses
 True and fair job responsibilities
 Health care facility
 Family health insurance
 Reward bonus
Job stability
 Providing job security
 Insurance
 Long term commitments
 Family health insurance
 Work from home
 Working time
Culture
 Safe and positive organisational culture
 Team work
Career
 Promotion
 Training and development
 Coaching
Motivated employees will do their best to achieve goals so, the leaders need to
appreciates their efforts. The human resources department of the company needs to
focus on implementing an incentive and bonus program.
CONCLUSION
To conclude, managing people in the company is critical task for management team
and HR department of the firm. The report concluded that feedback is the best way to
engage employee so leaders need to make positive recognition of their day-to day

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performance. In addition, giving each and every individual the opportunity to share ideas
and take part in decision making process would motivate employees. An effective
communication and quick surveys will be beneficial for company’s employee
engagement. Employee engagement level in company has a lot to do with how
employees is performing, how they are collaborating with each other and personal
relationship with their managers. Furthermore, the report has concluded that there are
many tools to engage employees such as reward program, work from home facility,
creating safe covid-19 working environment and others. Finally, the report has
summarized about different ways to encourage employees so that they can achieve
personality development, individual performance and company’s goals.

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REFERENCES
Books and Journals
Li, P. and et.al., 2021. Country differences in the relationship between leadership and
employee engagement: A meta-analysis. The Leadership Quarterly. 32(1).
p.101458.
Saks, A. M., 2021. Caring human resources management and employee
engagement. Human Resource Management Review, p.100835.
Verčič, A. T., 2021. The impact of employee engagement, organisational support and
employer branding on internal communication satisfaction. Public Relations
Review. 47(1). p.102009.
Rabbanee, F. K., Ramaseshan, B. and Vyravene, R., 2021. Effects of employee
engagement on customer responses: Examining the mediating role of customer
engagement. Australian Journal of Management, p.03128962211057293.
Park, J and et.al., 2021. Structural relationships among transformational leadership,
affective organizational commitment, and job performance: the mediating role of
employee engagement. European Journal of Training and Development.
Amin, M. and et.al., 2021. Employee Motivation to Co-Create Value (EMCCV):
Construction and Validation of Scale. Journal of Retailing and Consumer
Services. 58. p.102334.
Xing, L. and et.al., 2021. Supervisor negative feedback and employee motivation to
learn: An attribution perspective. Human Relations, p.00187267211038514.
Sitopu, Y. B., Sitinjak, K. A. and Marpaung, F. K., 2021. The Influence of Motivation,
Work Discipline, and Compensation on Employee Performance. Golden Ratio of
Human Resource Management. 1(2). pp.72-83.
Elomien, E. and et.al., 2021. Employee motivation and industrial output in
Nigeria. Humanities. 9(1). pp.24-33.
Agusra, D. and et.al., 2021. The Effect of Compensation and Motivation on Employee
Performance. Husnayain Business Review. 1(1). pp.1-8.
Hitka, M. and et.al., 2021. Differentiated approach to employee motivation in terms of
finance. Journal of Business Economics and Management. 22(1). pp.118-134.
Online
Employee value proposition. 2021. [Online]. Available through: <
https://www.talentlyft.com/en/blog/article/105/employee-value-proposition-magnet-
for-attracting-candidates >