Managing People: Employee Engagement, Diagnostic Tools, and Strategies for Boosting Engagement

This report discusses the concept and drivers of employee engagement, diagnostic tools to measure engagement, and strategies for boosting engagement. It also includes a case study on Amazon. The subject is management, and there is no specific course code, course name, or college/university mentioned.

Managing People

Table of Contents
Introduction:.....................................................................................................................................3
Main body........................................................................................................................................4
Evaluate the concept and drivers of employee engagement ......................................................4
Assess the diagnostic tools to measure engagement ..................................................................5
Describing about the employee value proposition as well as strategies to raise engagement
with workers:...............................................................................................................................6
Conclusion:......................................................................................................................................8
References........................................................................................................................................8

Introduction:
The people management is termed as the process of managing group of employees in
order to allow them to develop skills as well as knowledge. The people management is crucial
area of management that supports the company in improving the motivation level of workers.
The report will be able to explain the concept of employee engagement as well as analyse drivers
of employee engagement. The report will also discuss about the Employee Value Proposition
concept and strategies to boost engagement level.
Main body
Evaluate the concept and drivers of employee engagement
It is a human resources concept of which describes the level of dedication and devotion
an employee feel towards their job. It is the strength of emotional and mental connection which
employees feel towards their teams, organisation and what the work they do. The employees
who are working with the organisation are loyal, productive and highly motivated at a high level
towards the success of company. It helps the company to obtains its goals, increase profitability,
market share and attain customer satisfaction at an optimum level (CARRERA and Nardoni,
2020). It is based on two way communication between its members and an organisation, trust,
integrity and commitment. Employee engagement is also termed as employee satisfaction and
employee experience as increasing employee satisfaction increases motivation and employee
engagement. It is the employees ability and willingness to contribute in the company's success.
In order to improve the employee engagement it is necessary to understand what drives
them and motivates them to invest in their work. Driver can change due to external factor or
over time such as public health crises, economic or depression. Employee's desire which is
driven as employee engagements for career growth, belonging, leadership, recognition,
meaningful work, empowerment, fulfilling work relationship etc. It varies from employee to
employee and organisation to organisation. Engage the employees can be done by providing

training and development programme, giving recognition and rewards which helps an
organisation to achieve its goals and engage the employees towards the company (McCrae,
2019). There are both managerial drivers and organisational drivers. In managerial drivers it
builds the positive relationship with the managers or supervisors, they have freedom to make
their work decisions. Employees have the necessary equipments to do the work or job well and
have necessary authority to accomplish their work well. In organisational drivers it helps to
provide best place to work by building trust in the leaders of an organisation to set the right
course, makes the future plans and understand them that how it will work effectively. To make
the employees more successful an organisation makes investments. It values their employees
as most important resource for an organisation.
In context to Amazon, it is known as one of the big four tech companies globally. It listen
to feedback which was given by employees. Many complaints were their at the time pandemic
for which the company tried to resolve those problems efficiently and effectively. They provide
work from home, making the workplace pandemic or covid safe environment, flexible working
time. This helps and encourage the employees to work for an organisation. The company
amazon gives training to the join joiners and to existing employees also conduct training and
development programmes (Rodrigues da Costa and Maria Correia Loureiro, 2019). To
encourage the employees in an organisation to work positively and effectively it gives
recognition and rewards for the best performance as it encourages other employees also to
work with full dedication for the company. It develops the career growth of an employee as
amazon gives promotion on the basis of performance. It creates the positive work environment
and culture which creates positive results and motivated employees.
Assess the diagnostic tools to measure engagement
There are various tools to measure employee engagement. Some of them are discussed
in detail and in context to amazon also.
Identifies what is important to employees – It can be done by actionable survey
questions which determines the level of employment engagement. These surveys are
commonly ask about teamwork, career development, individual needs like pay etc. to its
employees so that they can able to improve and resolve problem of that part (Sanyal and
Haddock-Millar, 2018). In context to amazon, the company builds the confidence, teamwork,
values and recognition, individual needs like pay etc. for its employees by the help of employees
survey.
Exit or stay interviews – it is a great and effective way to collect feedback for employees
using structured interviews and able to find out the way to engage its employees in an

organisation. The questions can be asked in stay or exit interviews can be for a work what
makes a great day, to leave the organisation what makes employees to do that, how employees
relationship with the manager etc. In context to amazon, it is an useful tool to measure
employee engagement by creating a happy workplace and what make them to stay in an
organisation. It can be done by knowing what dislike the employees about the job, at work what
makes the great day etc. about the employees so that they can make the changes in the
workplace accordingly to create the better environment for work.
Employee recognition and reward programs – It is also a good way in identifying
engaged employees. Rewards and recognition creates a direct impact on employee
engagement which helps the HR and managers to identify them. How much employees get
motivated through recognition and receiving rewards and for how many of them it create the
negative impact as well. In context to amazon, it measure its employee engagement by rewards
and recognition activity (Yousf and Khurshid, 2021). It helps the managers and HR in
identifying the number of employees receiving recognition and rewards in the organisation.
One on one meetings – It is the another way of measuring engagement with employees.
Where one can have informal chat with each member of the team by having regular schedule
and hour long meetings. It has a great advantage of collecting feedbacks of an employee
because it is safe and private conversation and managers or HR get the detailed information
about the workers. In context to amazon, it builds good relationship between its employees as
by long hour meetings with the employees and have informal chat with each other. This
removes the fear of employees from its managers so that they feel safe of opening up able to
share their problems with them. It is a safe conversation and private which helps them to
resolve the problems and engage with employees to create positive, better environment and
motivation among workers in an organisation.
Describing about the employee value proposition as well as strategies to raise engagement with
workers:
Employee Value Proposition(EVP):
The employee value proposition is considered as the balance of benefits as well as
rewards that are gained by employee's according to their performance in working environment
with the company. The EVP program can support the company in attracting new customers as
well as retaining old customers in effective manner. The EVP is the employee centred approach
that works as the force in attracting new talents from the market. In context to Amazon, the
company follows Employee value proposition programs in order to boost customer morale and
loyalty with the objectives of the company. This supports the organisation in attracting the bright

candidates and retaining the most eligible candidates. Moreover, the EVP program can also
help the company in gaining best performance from the employees by providing good
compensation or effective training sessions. The EVP can also allow the firm in fostering
employee's engagement in decision making process by boosting their motivation levels to
unleash true performance. This higher productivity of employees can assist the firm in gaining
competitive advantage in the market and will also support the organisation to build positive
image in the labour market (Mascarenhas, 2019).
The following are the strategies through which the amazon company can boost the
engagement level of its employees are:
Providing good compensation:
In order to boost the customer engagement level in decision making process, the
company should provide competitive salary packages to the employees. This strategy will
support the company in boosting the motivation level of workers that can lead the organisation
in improving productivity level of employees. In addition to this, it is mandatory the company
should also provides fair Raises and promotions to the most eligible candidate that will directly
in induce employees to generate constructive ideas in decision making process. Moreover, the
organisation should also deliver timely payments to the staff members. Thus, this strategy can
allow the organisation in effectively boosting participation level of employees (Raj, 2020).
Providing necessary benefits:
The company needs to provide other benefits also in order to ensure that employees are
motivated enough to give best performance while engaging in group activities. In relation to this,
the benefits program such as providing weekend holidays can support the workers to enjoy with
their families as well as friends. This will allow employees to make better contribution towards
achieving organisational goals and objectives. Moreover, the organisation should also provide to
its customers insurance benefits which can boost morality of employees towards to the
objectives of the organisation. Furthermore, the firm should also provide education benefit
programs to the worker's child. In order to boost the engagement level, the organisation should
provide flexible job timings to the workers that will allow them to select best time in order to work
in optimal levels.
Making career advancement programs:
The company should also render career development programs to the employees in
order to boost their skill and knowledge level. The company needs to provide immersive training
sessions to the new as well as old employees in order to further improve their skills regarding
performing job at the better manner. In addition to this, the training session will drive the

confidence level within employees to take higher responsibilities in most effective manner.
Moreover, the firm should also provide to its employees consultation services that can help
employees in gaining solutions for the complex business problems by consulting the problem
with senior managers. Furthermore, the company can enhance the engagement level of
workers by providing constructive feedback on the basis of employee performance in the
company. This will made workers think that their performance is analysed by their senior
managers. This will motivate the workers to give optimal performance (Arasanmi and Krishna,
2019).
Fostering positive work environment:
The organisation should give autonomy to the workers in making their own point of view
regarding the implementation of strategy in effective manner. This independence can allow the
employees in doing frequent engagement in the decision making process. In relation to this, it is
also recommended that the company should give appropriate recognition to the efforts of
employees by giving prizes or bonuses. This strategy can support employees to perform in
better mode in order to gain an respect as well as recognition in the organisation. Moreover, the
company should also provide open communication channels through which the manager can
effective deliver the feedback to workers. This will allow employees to take part in day to day
decision making process of company (Ahmad, Khan and Haque, 2020).
Promoting healthy culture:
In order to improve employee engagement, the firm can adopt the democratic style of
leadership which will allow employees in delivering their view points in most effective manner.
This will also give a chance to employees to further develop their skills and knowledge. In
addition to this, the organisation should also promote the culture of team spirit among team
members by clearly defining goals and objectives with the deadline.
Conclusion:
It has been concluded from the report that team engagement is crucial in order to achieve
organisational goals in most appropriate manner. In relation to this, it has been analysed that
people management supports the employees to develop their skills and knowledge. The report
has included the employee engagement concept and drivers. Moreover, the report has also
analysed about the tools that can effectively measure the engagement level of employees. The
report has also explained about the strategies for boosting employee engagement level.

References
Books and Journal
CARRERA, A. and Nardoni, A., 2020. From health-related corporate welfare initiatives to
employee engagement: unveiling the role of employee.
McCrae, E. B., 2019. A phenomenological study on employee engagement and
leadership (Doctoral dissertation, University of Phoenix).
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.
Sanyal, C. and Haddock-Millar, J., 2018. 3 Employee engagement in managing environmental
performance. Contemporary Developments in Green Human Resource Management
Research: Towards Sustainability in Action?.
Yousf, A. and Khurshid, S., 2021. Impact of employer branding on employee commitment:
employee engagement as a mediator. Vision, p.09722629211013608.
Mascarenhas, B.G., 2019. Employer branding, employee value proposition, and employee
experience: New approaches for people management in organizations. In Strategic
Employee Communication (pp. 97-103). Palgrave Macmillan, Cham.
Raj, A.B., 2020. Impact of employee value proposition on employees’ intention to stay:
moderating role of psychological contract and social identity. South Asian Journal of
Business Studies.
Arasanmi, C.N. and Krishna, A., 2019. Linking the employee value proposition (EVP) to
employee behavioural outcomes. Industrial and Commercial Training.
Ahmad, A., Khan, M.N. and Haque, M.A., 2020. Employer branding aids in enhancing
employee attraction and retention. Journal of Asia-Pacific Business, 21(1), pp.27-38.