Managing People: Concepts, Drivers, and Employee Engagement

This report explores the concepts and drivers of employee engagement, including improved job engagement, leadership and management, and employee voice. It also discusses diagnostic tools to measure engagement, such as surveys and one-on-one meetings. Additionally, it highlights the importance of employee value proposition in enhancing engagement.

Managing People
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Table of Contents
Introduction......................................................................................................................................3
Main body........................................................................................................................................3
Concepts and drivers of employee engagement ....................................................................3
Diagnostic tools to measure employee engagement ..............................................................5
Employee value proposition ..................................................................................................6
Recommendations..................................................................................................................8
Conclusion.......................................................................................................................................8
References........................................................................................................................................9
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Introduction
Employee engagement aims to create happier and healthier employees which are able to
deliver more productivity, better quality of products and services and help company in
innovating its processes that drives it to growth and success (Kumar and Pansari, 2015). There
are various factors that define employee engagement within the company and motivates them to
perform better. These could be the autonomy given to them to perform the job or opportunities
that enable them to learn and develop more in the form of variety of tasks or responsibilities. It
could also be support and training that the managers provide them or the feedback provided to
them on their performance and develop appraisal measures on that basis. This report aims to
review the concept of employee engagement and its drivers. This report also aims to evaluate
diagnostic tools to measure engagement. In the final part of the report, employee value
proposition has been designed on the basis of the measures provided earlier to raise the level of
engagement and the outcome derived out of them.
Main body
Concepts and drivers of employee engagement
Organizations must believe in empowering its employees and takes all possible measures
that increase the well-being of their employees so that they can lead the company to the path of
development (Rana, 2015). Employee engagement refers to the process of improving
organisational work experience for the employees in concurrence with the values and purposes
of the organisation. Organizations must believe in empowering its employees and takes all
possible measures that increase the well-being of their employees so that they can lead the
company to the path of development. Motivated employees are committed to the organization
and have high level of productivity and performance. They improve job engagement of
employees so that they can define new and innovative processes to define operational processes
of the organization in concurrence with values and purpose of the company in which they work,
which increases their organisational engagement. These measures aim to design positive work
environment for them and improve their learning and development opportunities. Employee
engagement measures in such difficult conditions also improve the capabilities of employees and
employers in facing any tough times together which improves the working culture of the
organisations in industry (Armstrong, 2016). When employees believe that organization works
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with a purpose and has behavioural norms that they must adhere to and based on which they
must be governed, it makes the process of employee engagement clearer and easier for both
employers and employees. Below mentioned are drivers of employee engagement:
 Improved job engagement – Job engagement refers to those efforts on the part of
employers which are aimed at increasing job satisfaction and commitment of the
employees. Efforts like designing good job profile for employees and presenting such
opportunities to employees that increases their personal and professional capabilities,
improving work environment, providing them adequate and necessary training and
development programmes, etc. add to the job enhancement and satisfaction of the
employees. These efforts must also include performance management and improving the
quality of leadership provided by both line managers and senior management with the
aim of earning loyalty of the employees towards the organisation (Crane, 2017).
 Improved leadership and management – Leaders are those who guides employees
towards achieving targets according to company objectives. Therefore, they play a very
important role as driver to employee engagement. They are responsible to provide a good
working culture which enables employees to get a clear picture of the job and the
expectations from them. Clarity eliminates the chances of conflicts and disparity. Even
when there is disparity into implementation of employee engagement, it is leader and
manager who is responsible for mending those bridges. Line managers are the immediate
supervisors of the employees. They are responsible to hold dialogues with the
subordinates and also, understand their issues better than senior leaders. They must be
empathising, appreciative and motivating towards their subordinates so that employee
productivity can be increased and the organizational efficiency and effectiveness can be
ensured on the line of organizational values and vision.
 Employee voice – Employees must be provide job autonomy and variety of tasks. They
must be provided all necessary training and relevant feedbacks that they can use for
further opportunities to learn and develop. They must be provided variety of
responsibilities. Also, they should be provided portal to express their views which must
be listened by HR and management (Shuck and et.al., 2016). This improves the
commitment of employees towards the organization. Such employees are empowered and
empowered employees have their own voice and they will seek changes in the
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organization according to the their suitability. Therefore, it can be said that employee
voice is also a driver to the employee engagement.
Diagnostic tools to measure employee engagement
The organizations have different methods to measure the performance of employees and
they will help them in giving good products. The organizations are having social media presence
where they can analyze the performance and the methods to improve. They will help them in
understanding the needs of customers. The social media is the fastest methods to analyze the
performance (Mone, London and Mone, 2018). Below mentioned are the tools to measure
employee engagement:
 Surveys – This is one of the traditional approaches used by employers and HR of
companies to take feedback from the employees. These could be pulse surveys or single-
click polls which includes ready made questions in a questionnaire related to issues they
are facing in the company which could range from relationship with peers, relationship
with managers, job satisfaction, personal growth, chances of recognition, monetary
compensation, etc. These surveys also includes questions on the factors that makes
employees happy with the company and what changes they would like in HR processes
that will increase their commitment with the company (Li and et.al, 2020). These surveys
are either filled in paper or online in most organizations these days and observations
based on these surveys are analyzed by HR. However, it is a complex process to combine
these observations in large organizations and also, employees resist to change that is not
in favor of them, no matter if it is in favor of majority. This can create another group of
disconcerted employees.
 One-on-Ones – This is one of the most effective method of measuring employee
engagement. HR could either take one-on-one meeting with all the employees at a regular
scheduled structure or can take one-on-one meeting with team leaders to discuss issues
that could be hampering job engagement. Another way HR can take review are one-on-
one stay and exit interviews Biggest advantage of this tool of employee engagement is
that it is safe, direct and private feedback in which HR can know the issues that employee
is facing (Popli and Rizvi, 2015). This helps them in improving processes for later and
also, settling such issues helps in reducing employee turnover. However, one-on-one
interactions with all employees is not viable in large organizations. Most of the
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companies indulge in exit interviews but stay interviews are more important for
companies to reduce employee turnover and costs related to it.
 Recognize employee activity – Recognition of employee efforts is one of the simplest
tools to have maximum impact on employee engagement (Gupta, 2017). Defining HR
processes that not only identifies but compensates achievements of the employees. This
improves competition among employees and they strive to perform harder so that they
can be recognized. However, employers need to develop a balance between creating a
competitive environment in the company and not letting it become a reason of power
tussle and toxicity in environment by increasing conflicts.
 Company can also use other tools like convening discussions among focus groups,
measuring retention rates and their reason for being in the company, track productivity
metrics and factors that motivate them to work harder. These efforts by HR improves
helps in increasing revenue and reducing cost of the company. Also, such efforts b
employers makes employees feel more loyal and connected to the business (Nazir and
Islam, 2017). These operational efforts look regular in nature however, have a deep and
profound impact in the employee engagement as it is one of the key drivers of work
culture in an organization and helps it achieve positive business outcome.
Employee value proposition
The value proposition is the importance of the employees for working in the organization. The
employees are motivated to perform when they are getting good salary. The organizations give
good experience to employees and they will help the organization to achieve success (Torry,
2017).
 The employees should increase the performance - The organization should
communicate with the employees what is important for them and this will make them feel
that they are important. Organizations are making the employees give good reviews and
they are making the organization improve performance. The employees should get the
measurement of the performance and it will motivate them to increase the quality. The
organization should help the employees and they will giving the products according to
the needs of customers. The organization should give the resources to the employees and
they will give the quality products to customers.
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 The employees weekly discussion with the organization - The employees of
organization are connected with other departments and they make the plans to increase
the performance. The employees are working together to achieve success. The
organization will have to monitor the performance of the employees (Schultz and et.al.,
2015). The organizations have different employees and they are making the strategies to
increase the quality. The employees has to make the strategies for the organization and
they help them in giving the best products to customers.
 The coordination with different departments - The organization should have the
activities which will help the employees to understand the needs of the employees
(Shuck, Nimon and Zigarmi, 2017). They will working together and they will have to
improve the performance of the organization. Organizations in industry have many
employees who come from diverse ethnic backgrounds. The organization should give
them good environment and they should feel that they are important. There are many
department in the organization and they work together to increasing the performance. The
employees have many needs and they should help the organization in analyzing the
performance.
 The organization should have the employee engagement to increase the performance of
the organization. The organization should motivate the employees to give the
recommendations, take decisions and give good products. The employees are important
for the organization and they are helping them in achieving success. The organization
should make them feel that they are important (Rao, 2017). The organization should
attract the customers and the employees are connect with them and the organization
should helot the employees in increasing the performance. The organization shave leaders
that are connecting the organization with the employees and they will help them in
increasing the performance. The leaders should influence the behavior of the empl0oyes
and they will help them in giving quality products. The employees should have the skills
to give the good products to customers and they will help them in increasing the
performance.
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Recommendations
 The organization should have the good environment where the employees feel that they
should work to improve the performance. The organization should give the rights to
employees to make the decisions. Organizations must have good relations with the
employees as they are important for the success of the organization. The employees of
the organization are having rights which helps them in making decisions. The employees
are connected with many people and they should be given the rights to make the
decisions of the organization. The employees are important for the organization and they
will make good products for customers (Armstrong, 2016).
 The organization should take the employees needs because they will help them grow. The
employees are important for the organization and they improve the performance.
Organizations are making the employees attract customers by giving them good products.
The employees are important for improving the performance of the organization. The
customers are attracted when the organization is giving them products according to the
needs. The employees are helping the organization in making the products that will help
them in attracting customers.
Conclusion
From the above report it is concluded that the organization should make the employees
achieve success. The employees are the most important factor that will help the organization in
improving performance. The organization have many employees from different countries and
they have needs that should be satisfies because the employees will help the organization
growing when they are getting what they want. The employees should help the organization
improving the performance because they will get good salary when they are attracting customers.
The organizations monitors the performance of the employees and they are motivated to perform
better when they get good salary. The organization are increasing the needs of the employees and
they will help the organization to improve the performance. The employees should make the
organizations attracting the needs of customers.
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References
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Torry, M., 2017. Managing God's business: Religious and faith-based organizations and their
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