Managing People: Employee Engagement and Diagnostic Tools

Managing People

Table of Contents
INTRODUCTION..................................................................................... 3
THE CONCEPT AND DRIVERS OF EMPLOYEE ENGAGEMENT.........................4
EVALUATES DIAGNOSTIC TOOLS TO MEASURE ENGAGEMENT....................5
EMPLOYEE VALUE PROPOSITION ANALYSIS STRATEGIES ENGAGEMENT......7
CONCLUSION........................................................................................11
REFERENCES...........................................................................................1
2

INTRODUCTION
People management is the process of training, motivating, and managing employees to
improve productivity in an organization and with the personal growth of employees. (Wæraas
and Dahle, 2020.) Asda is a British supermarket retailer company, with headquarter in Leeds,
England. It was founded in 1947, and deals in groceries, clothing, and financial services. The
report will show an understanding of the theory of employee engagement while evaluating
diagnostic tools to measure engagement. It will also cover an analysis of the strategies used in
employee engagement.
The concept and drivers of employee engagement
Understanding employee engagement and tools to measure it while analysing the strategy.
Employee engagement is the connection of employees with the organization so that they
are fully committed to their work to achieve organizational goals and objectives. It is a sense of
trust and morality with the organization to accomplish successful growth. It shows positive
approaches and performance of employees toward the organization to develop business and
target the goal of the company. Employees are loyal to the organization and feel pride in working
with them.
In the world of a challenging market, to hold the organization employees is not an easy
task. There are various drivers to improve employee engagement in the organization. (Singh and
et.al., 2016.) For building a healthy workplace relationship and engage employees with the
company there are various drivers to be implemented -
Employees Acknowledgment - When employees are acknowledged in the company, their
satisfaction level is at the top. They feel a sense of gratification when work is recognized. A
company should plan some activity of rewarding and greeting employees. It works as a
motivation for employees.

Decentralized Power Structure - When responsibility is handed over to employees at a lower
level, they believe liable for the task and do it with all passion. It also brings a new and
innovative idea for the organization.
Work-life Balance- Work and life balance should be the priority of the organization when they
want employees to be engaged. Providing flexibility creates employee's interest and they work
harder for the company.
Transparency - When the work culture has transparency employees perform more effectively.
When there is clarity among employees it reduces conflict among employees.
Freedom of opinions - When in organization opinions and ideas of employees are welcomed,
then productivity increases in work.
Amendments in work policies - If work policies are reviewed and improved from time to time
according to the external situation, then employees feel safer with the company. (Popli and
Rizvi, 2016.) Like in Covid situation work from home was given to all employees.
Evaluates diagnostic tools to measure engagement
There are various ways to measure the engagement of employees in the organization,
which are evaluated below-
IES engagement model
The model explains that when drivers of employee engagement are used systematically,
the employees feel valued and involved. (How to measure employee engagement? 2018.) The
model shows that when individuals’ perceptions of employees increase their involvement with
and value, the organization also will pay dividends in terms of increased engagement levels. IES
engagement research explains that the following points are important in employee engagement -