Managing People: Employee Engagement, Diagnostic Tools, and Strategies

This report discusses the importance of employee engagement and its drivers, as well as diagnostic tools to measure engagement. It also covers employee value proposition and strategies to raise levels of engagement. The report focuses on TESCO, a well-known retail brand in the UK.

Managing People

Table of 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.................................7
CONCLUSION ...............................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
The management of the employees may be defined as a procedure which make enable
organisational employees to do their assigned task in a very effective manner so that the
objectives as well goals can be attain effectively and efficiently (Ferrari and et. al., 2018). This
is basically a holistic process which comprises of all the various types of HR activities like
recruitment, performance management, payroll management and others. As the environment of
the business is very dynamic in nature, so it is very important for the management of the
organisation to improve the engagement of the employees. This not only improves the level of
enthusiasm but also improves the dedication level for completing the task. The following report
is based on the TESCO company which is well known retail brand of UK which was founded in
1919 and the headquarter of the firm situated in the Hertfordshire, England, UK. The following
report is going to discuss about the the concept of employee engagement and its drives and the
different types of diagnostic tool in order to measure the employee engagement level. In addition
to this, this report also paid focus on the employee value proposition and strategies to enhance
the level of engagement.
TASK
Reviews the concept and drivers of employee engagement
Employee engagement is basically a human resource concept that not only defined the
level of enthusiasm of the employees but also defines the level of dedication feel by the
employees towards their employees. It is being identified that, if the employee feel engaged
towards their work then they work with full productivity in order to attain the objectives and
goals of the organisation and contributes towards the firm goals as much as possible ( Motyka,
2018). The engagement level of the employees is totally related with the employee satisfaction as
well as the moral which is very crucial for the success of the firm. Different types of strategies as
well as action has been taken by the management of the TESCO company in order to improve
the engagement of employees. Effective communication environment has been maintain by the
management, continuously develop opportunities and offer rewards are some of the actions
which are taken by them. The main motive behind employee engagement is to make that
employees feel committed towards the organisational goals and attain all the objectives with full

productivity. The drives of employee engagement plays a very important with in the
organisation. This not only assist in improving the satisfaction level of the employee but also
help in retaining them within the organisation for a long period of time. In relation to the
TESCO, the drives which are used by the company management in order to improve the
employees engagement has been discussed below:-
 Leadership:- this is being considered as the most important driver of the employees
engagement because effective leadership style improves the confidence of the employees
and make them able to take the sound decisions. The approach of the organisational
leadership reflects the culture, vision and the other elements which influence the
behaviour of the workers (Knight, Patterson and Dawson, 2019). The management of the
TESCO company make sure that flexible leadership style is adopted by them which
motivates the employees and increase the retention rate.
 Collaboration and teamwork:- this is also the most important drive which plays a
crucial role in interacting with the employees. Within the organisation, employees love to
spend most of the time with their peers. So collaboration and teamwork assist in
improving the engagement level of the employees within the organisation. In relation to
the TESCO, the management of the firm make sure that the collaboration as well as
teamwork is maintained within the organisation which not only motivate the employees
but also help them in improving their engagement level towards attaining the
organisational objectives.
 Perk, benefits and compensation: these elements also impact on the engagement level
of the employees directly or indirectly. If the company management offer appropriate
benefit as well as compensation to their employees than this motivate them to perform the
assigned task in well effective manner (Gerards de, Grip and Baudewijns, 2018). In
relation to the TESCO, the management of the company appreciate the employees
performance and give them benefits and perks if they do the work appropriately. This
assist in enhancing the engagement level of employees towards goals and objectives of
the employees.
 Feedback and recognition: this drive also improve the engagement level of the
employee towards the success of the organisation in a very effective manner. If proper
feedbacks is provided by the company manager to their employees then this motivate the

employees in improving the areas in which they are lacking off and do the assigned task
in aver effective manner. Along with this manager also have to recognise the extra
performance of the employees so that they contribute more towards the success of the
firm in future. The manager of the TESCO company recognise their employees
performance and give proper feedback to their employees which improves their moral
and satisfaction level.
Evaluates diagnostic tools to measure engagement
After the arisen of COVID 19 different types of measures are taken by the management
of the company in order to improve the engagement level of the employees as well as their
performance within the firm. The measures which are adopted by the management of the
TESCO company during the pandemic has been discussed below: -
 Working from home: Work from home is provided by the organisation during the
pandemic in which they can do the assigned task form their home. This improves the
engagement level of the employees and company performance.
 Flexible working time: flexible working hour is maintain by the management of the
TESCO company in which they can perform the task any time and form anywhere. This
not only improves the moral of the moral of the employees but also improves their
performance ass well as productivity level (Antony, 2018). Along with this, the
respective firm provide positive working environment which helps the employees in
performing their operations with full determinations and in best possible manner.
 Job designing and restructuring roles: after this pandemic the company management
must have to redesign the job role according to the employees suggestions. It is very
crucial for the firm to assign the roles and responsibilities according to their employees as
per the skill and knowledge posses by them. This improves the overall performance and
productivity level of the employees.
Employee measurement tools
Different types of tools and techniques are utilized by the management of the company in
order to measure the performance of the employees along with the engagement level towards the
organisational task. With the help of these tools effective strategies can be develop by the

management which assist the business in attaining the success. In relation to the TESCO, the
tools of measuring the engagement has been discussed below: -
 Employee survey: this method is being considered as one of the quickest as well as the
effective method to measure the engagement of the employees within the organisation. In
the methods feedback has been taken form the company employees which motivates
them to give the effective ideas for the success of the company. In order to engage the
workforce and identify their perception two way communication is being considered as
the most important element (Chaudhary, 2019). In relation to the TESCO, focus has been
paid by the company management on the survey questionnaires which are based on the
three metrics i.e., satisfaction, alignment and future orientation.
 Exit and stay interviews: at the certain point of time employees leaves the organisation
so it is very crucial for the company management to identify the main reason behind it.
With the help of this technique HR manager effectively identify the different areas of
improvement to improve the level of employee engagement. In relation to the TESCO,
different types of questions is asked by the manager of the respective company and along
with this they also take the feedback form the employees.
 Make small focus group: as the respective company is British multinational
organisation so conducting one on one meeting with the employees is very difficult for
them . For this, focus grouped is developed by the company management in which they
asked the questions which are set by the manager based on the feelings of employees.
This make the organisation able to improve the employee engagement as well as
productivity level.
Organisation use all these methods in order to measure the engagement level of the
employees towards the organisation goals which assist them in developing different types of
strategies by which they can achieve the defined goals in the best possible manner.

Employee value proposition and strategies to raise levels of engagement
Employee value proposition:
This may be defined as the set of different benefits which are received by the company
employees on the behalf of their skills, knowledge, capabilities and experiences they they bring
within the organisation (Rodrigues da Costa and Maria Correia Loureiro, 2019). Basically these
are monetary and non monetary benefits which are provided by the management to their
employees. Company must have to construct employee value proposition because this help in
boosting the moral of the employees along with the performance level. The Steps which are
taken by the TESCO management has been discussed below:-
 Assess what you currently offer: This is the fist stage in which offerings and the
satisfaction level of the employees by receiving these are analyze by the organization. By
understanding the satisfaction level of employees policies can be made.
 Interview your existing and past employees: interviews are conducted by the TESCO
in order to analyze the employees state of mind and identify that the current offering
build appropriate the employee value proposition. In order to collect the feedback
organization uses the employees surveys and then develop the strategies.
 Define the key components of EVP: all the key components of EVP is defined by the
organization to their employees which motivate the employees to perform the task in well
effective manner. Decision in relation to the salaries, benefits and growth are taken by the
organization. In relation to the TESCO, appropriate training as well as development
opportunities are provided by the company management to their employees which
improves their values in the organization.
 Write employee value proposition: employee value proposition statement is written by
the management after determining the various elements. The statement must be clear,
inspirational and unique. This assist the TESCO in aligning the expectation of the
employees with the organizational objectives to attain the success.
 Promote EVP through the right channels:Internal as well as external communication
channel like newsletters, emails and blogs are utilized by the firm to communicate the

value proposition to their employees which impact in the performance. TESCO motivate
their workforce by providing them value and recognition. Review the results: this is the last step in which result is measure in regarding to how
employees responds to the employee value proposition . TESCO measure this, by
employee’s engagement level, application forms and responses from employees which
help them in attaining the set objectives.
Strategies to raise employee engagement:
 Promote two-way communication and encourage participation:it is very important
for the manager of the organisation to communicate with their employees on regular basis
and encourage them to take participation into the decision-making process. Through
transparency employees engagement level is improved because this allow the employees
to understand the corporate decisions and handle various situation (Turner, 2019). In
relation to the TESCO, the company management encourage the employees to give their
opinion so that their value increase in the organisation. Equality and unbiasedness is
maintained within the business which enhance the engagement level of employees.
 Provide training and development opportunities: organisation must have to develop
training and development programme on regular basis which improves their performance
level. In relation to the TESCO, proper training is conducted which allow the employees
to engage with the organisational long-term objectives and effectively collaborate with
the other team members.
CONCLUSION
Form the above report it has been concluded that it is very important for the management
of the organisation to improve the engagement level of the employees in order to achieve the set
objectives of the employees. This report concluded the impact of drives on the engagement level
of the employees along with the tools performance level and employees engagement. This report
also concluded the EVP and the strategies to improve the satisfaction and engagement towards
business task.

REFERENCES
Books and Journals
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Motyka, B., 2018. Employee engagement and performance: a systematic literature
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Knight, C., Patterson, M. and Dawson, J., 2019. Work engagement interventions can be
effective: a systematic review. European Journal of Work and Organizational
Psychology, 28(3), pp.348-372.
Gerards, R., de Grip, A. and Baudewijns, C., 2018. Do new ways of working increase work
engagement?. Personnel Review.
Antony, M.R., 2018. Paradigm shift in employee engagement–A critical analysis on the drivers
of employee engagement. International Journal of Information, Business and
Management, 10(2), pp.32-46.
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.
Rodrigues da Costa, L. and Maria Correia Loureiro, S., 2019. The importance of employees’
engagement on the organizational success. Journal of Promotion Management, 25(3),
pp.328-336.
Turner, P., 2019. Employee engagement in contemporary organizations: Maintaining high
productivity and sustained competitiveness. Springer Nature.