Increasing Employee Engagement in Pizza Express

This report discusses the concept and drivers of employee engagement, evaluation of diagnostic tools for measuring employee engagement, and strategies to raise levels of engagement in Pizza Express.

PIZZA EXPRESS

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCEPT AND DRIVERS OF EMPLOYEE ENGAGEMENT.........................................3
EVALUATION OF DIAGNOSTIC TOOLS FOR MEASURING THE EMPLOYEE
ENGAGEMENT....................................................................................................................5
CONSTRUCTING EMPLOYEE VALUE PROPOSITION ALONG WITH STRATEGIES
TO RAISE LEVELS OF ENGAGEMENT...........................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
According to the given scenario, in this current pandemic there is need to increase the
employee engagement which can help in increasing the productivity of the selected company
which is the Pizza Express. In this, company has taken many measure which are there to increase
the engagement of their employee and are hoping to increase more about the engagement of their
employees which can help in increasing the growth along with the profit of the company. Some
of the taken measure are the working from home which is one of the best way to engage their
employees and there is also the flexibility of the time and are able to make their workplace safe
such are some of the work which are there to help them in creating the employee engagement. In
this report there is the discussion about the concept and drivers of employee engagement,
diagnostic tools for measuring the engagement and different strategies which are there to raise in
level of employee engagement (Stephan 2016).
MAIN BODY
CONCEPT AND DRIVERS OF EMPLOYEE ENGAGEMENT
Concept of employee engagement
There are different concepts which are used for employee engagement and are very
helpful in business development. Some of the concepts are discussed further.
Growth opportunities- In this pandemic situation to run the company properly like old
time, they need to increase the employee engagement which can help in maintain the business of
the Pizza Express for maintaining the normal profit which was there before pandemic. Here, is
need to increase the employee engagement which can help in increasing the growth of the Pizza
Express which will lead to full fill the previous loss along with increase the business. There is
need for some monitory rewards which can help in increasing the motivation of the employee
and can be there for help in increasing the motivation of the Pizza Express employees (Jonas
2018).
Offering job security and value- This is the one which are the one the best way to
increase the motivation of the employees which can help in increasing the employee engagement
along with productivity. This can lead to increase the engagement of the employee and giving
them value can help in creating trust in the workers.

Performance-based appreciation- this is the one which can help in increasing the
motivation in the staff of the Pizza Express where they are able to help in increase the employee
engagement in the company. This is the one in which there is giving appreciation to the
employee which are there helpful in increasing the motivation of the employees of the Pizza
Express company.
Drivers of employee engagement
There are many drivers which can be used to increase the employee engagement within
company. Some of the drivers are discussed further (Zinn 2019).
Autonomy- This is the one which is able to make the trust in the mind of employee where
they are left to make decision on their own which can make them increase the engagement. Here,
the Pizza Express employee are able to take some small decision by own self for increase the
engagement in the company.
Co-worker Relationships- This is the one where the team member are having the mutual
understanding which can help in increasing the engagement and leads to get the best result. It
also makes the positive environment in the workplace and employees of the Pizza express can
get motivated and can increase their engagement.
Fairness- This is the one which is necessary to absorbs them in the organisation where
there is to be fair with each and every employee can build trust and leads to higher employee
engagement.
Feedback- This helps the employee to understand that whether they are meeting with the
company expectations. So, they can manage their engagement according to it in the Pizza
Express (Karatepe, O.M. and Aga, M., 2016).
Professional development- This is the one where there is the opportunity for growth,
which is provided by the managers along with leaders which are there to help the employee to
get the opportunities to the Pizza Express employees.
Role clarity- This is the one where the role clarity play one of the most important role in
any company or organisation where this can help in increasing the employee engagement in their
specific job.
Relationship with manager- This one refers to the employee of the Pizza Express
employee for maintaining the better relationship with their employee which can help in
understanding the work pressure and leads to increase the engagement of the employees.

EVALUATION OF DIAGNOSTIC TOOLS FOR MEASURING THE EMPLOYEE
ENGAGEMENT
Measuring the employee engagement is one of most difficult thing in any organisation
due to having the qualitative view. This can't be measure accurately but can be about to the
nearest one on which anyone is able to say or to satisfy about the measurement of the employees
engagement in the Pizza Express. This can be explained by an example that when there are 10
employees who are pulling the rope. Then it can't be said that which one has given how much
effort in pulling that rope (Aryee and et. al., 2016). Like this it is very hard or impossible to
measure the employee engagement in any company either in Pizza Express too. There are
different tools which can be able to measure the employee engagement but not exactly the right
data. Some of the tools for employee engagement are discussed further.
Employee survey- This is one of the commonly used tool which is used for getting
feedback on employee attitude and feelings. Here, the Pizza Express need to get feedback and
can be anonymous. This increases the participation role of the employee and chance of highly
honest responses from them. There can also be use of third party which are able to make the
feedback confidential. This includes some questions such as “ do you give your best effort to
Pizza Express, are you satisfied with company culture, can you get the link in between your work
and the goal of Pizza Express. Like this the survey can be done.
HR software- This is one of the good place to start the survey of the employee but there is
the big disadvantage is that the feedback are not for the real time or on-going. The modern HR
platform are able to provide tools which are able to collect the feedback along with measuring
employee satisfaction level (Keyko 2016). This can also collect and store the data in one place.
This can help in measuring that either their employee are happy, working together and on track
on individual department. Pizza Express need to use such tool which can easily helpful in
measuring the engagement of their employees.
Social media- This is the powerful tool for the employees of the Pizza Express at their
fingertips. In this company is able to measure the employees sentiments by monitoring and
reviews. The internal social media via intranet of the company can also very helpful in
understanding the employee where as the Pizza Express need to use this in their company. This
gives the opportunity to better understand their employee and make them able to sense the
company culture and the employee morale (Masrek 2016).

Exit interviews- In this there is asking of the easy questions along with the difficult
questions which is related with key performance which is important for the company. Such
valuable feedback can help in finding the area where there is need of improvement. Which can
help in to attract and attain the highly engaged employees of the Pizza Express. There can also be
done by either writing on paper or to conduct the phone interview to get the information or
feedback in the last week of the job and when possible, a follow-up interview can also help
when after they leave.
CONSTRUCTING EMPLOYEE VALUE PROPOSITION ALONG WITH STRATEGIES TO
RAISE LEVELS OF ENGAGEMENT
Employee value proposition (EVP) refers to the set of monitory along with non-monetary
benefits which are provided by any organisation to their staff or employees which is in return to
skills, experience and capabilities which they bring along with the contribution which they make
to their organisation. One can say that the updated definition of the EVP is that it is the
ecosystem of recognition, value and support which an employer provides to their employees to
get their highest potential at their work (Shan and et. al., 2016). This one is the critical for the
Pizza Express which can attract one of the top talent. There is need for selecting the top talent
that such person are having the talent to give their best which can be beneficial for the company
along with they are able to increase the productivity.
Attracting top talent- this is one of the most important for any organisation HR team to
attract the most talent person for their company so which they can have the higher number of
talented person which are there to help in growth of the company and increase the higher
engagement of the employee by using their talent. It involves the recruitment process where the
role of the team HR is to first creating the awareness about the recruitment process is there then
they need to take in consideration that higher number of people get this information which is
dependent on the interest and then the application process is there through which there is
selection of talented person are chosen out and after some procedure they got hire in the
company where the Pizza Express needs to use such strategy for hiring the best people for the
job in their company which can leads to increase the productivity and profitability of the
company.
Optimizing recruiting expenses- The HR or the recruitment team need to minimise the
expenses which are there in the recruiting process, marketing of employee brand, job ads, and

many other talent acquisition expenses is there. This can help in decreasing the cost to per hire.
This can also help in retain the top talent which can help in saving of the recruitment along with
training cost rather than selecting the new one and to give them training and spent many
expenses over them (Mook and et. al., 2016).
Components of EVP
There are main components of the EVP which some of them are discussed below in short.
Financial rewards- This is the one which can help in retaining and can also help in
motivating other employees which ultimately gives the increase in employee engagemen6t.
Employment benefits- There are many benefits which the Pizza Express are proving to
their employees such as health insurance, retirement benefits, paid leaves, gym memberships and
many more (Kember and et. al., 2016).
Career development- This is the one where all the employees of the company need to
have their personal growth which can help in their personal growth. They are able to help the
employee for building the talent with professional as well as the personal benefits. There are
many components which are available there which includes technical training, mentoring and
career guidance, opportunities to work in different countries, opportunities to work in specific
projects, leadership training. The Pizza Express need to help in such development for their
employees which can lead in the development of the company.
CONCLUSION
From the above discussion, one is able to understand the way to increase the employee
engagement by using different concepts and driver which are discussed above in the report.
There are also defined different types of diagnostic tools which are able to help in measure the
employees engagement which can be done by different types of tools which are also discussed
above in report where there is also the discussion about the construction of employees value
proposition from analysis and ideas which have previously covered along with including the
strategies for raising the level of engagement of the employees.

REFERENCES
Books and Journals
Stephan 2016. Organizations driving positive social change: A review and an integrative
framework of change processes. Journal of Management, 42(5), pp.1250-1281.
Jonas 2018. Stakeholder engagement in intra-and inter-organizational innovation. Journal of
Service Management.
Zinn 2019. The meaning of risk-taking–key concepts and dimensions. Journal of Risk Research,
22(1), pp.1-15.
Karatepe, O.M. and Aga, M., 2016. The effects of organization mission fulfillment and perceived
organizational support on job performance. International Journal of Bank Marketing.
Aryee and et. al., 2016. Workplace family resources and service performance: The mediating
role of work engagement. Africa Journal of Management, 2(2), pp.138-165.
Keyko 2016. Work engagement in professional nursing practice: A systematic review.
International Journal of Nursing Studies, 61, pp.142-164.
Masrek 2016. Assessing users satisfaction with web digital library: the case of Universiti
Teknologi MARA. The International Journal of Information and Learning Technology.
Shan and et. al., 2016. A new panel of blood biomarkers for the diagnosis of mild traumatic brain
injury/concussion in adults. Journal of neurotrauma, 33(1), pp.49-57.
Mook and et. al., 2016. Clinical and anatomic predictors of outcomes after the Latarjet procedure
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Kember and et. al., 2016. Evaluating taught postgraduate awards from the student’s perspective.
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