Employee Engagement Strategies

The assignment focuses on effective strategies for boosting employee engagement within organizations. It highlights the importance of providing employees with opportunities for growth and development, as well as emphasizing the value of regular feedback mechanisms. The goal is to create a work environment that fosters employee satisfaction, motivation, and commitment.

Table of Contents
INTRODUCTION...........................................................................................................................1
Main Body.......................................................................................................................................1
Employee engagement............................................................................................................1
Advantages of employee engagement....................................................................................2
Disadvantage of employee engagement.................................................................................2
Different issues and challenges involved in the employee engagement................................3
Conclusion and recommendation ....................................................................................................4
REFERENCES ...............................................................................................................................5

INTRODUCTION
Human resource management is the process by which organisation manage their human
resource so that they can able to work effectively and efficiently in order to achieve firm's goal
and objectives. It is the process of recruitment and selecting employee, serving orientation and
induction, training and development, assessment of employee (performance of appraisal),
providing compensation and benefits, motivating, maintaining proper relations with employees
and with trade unions, maintaining employees safety, welfare and healthy measures in
compliance with labour laws of the land. Employee engagement plays very significant role in the
human resource management (Wu and Huy, 2017). This topic have become very popular in the
organisation instead of job satisfaction and organizational commitment which is approved to
affect the organizational outcome. All organisations are very ambition for the employee
engagement, when it comes to the Starbucks, they implement several strategies which helps
them to engage employees in day to day activities. Employee engagement is the way by which
members of the organisation are being involved in the every activities of the venture, they try to
put their maximum effort to complete their roles and responsibilities (Menguc and Katsikeas,
2017). Employee contribute to organisational success, with an enhanced sense of their own well-
being. The case study is going to cover the different issues faced by the venture related to the
employee engagement and how they have taken different measures in order to reduce the issues.
Main Body
Employee engagement
Employee engagement have become very significant for the successful of future
operations and development of the different organisations. It has been founded that staff turnover
is increasing day by day, which is the biggest issue for the human resource management.
Learning effective engagement helps the venture to create loyal employees and this can become
success factor for the firm. It has been known that employees are the key aspect of organisation,
if they work in effective manner, they can able to become assets for the venture and if they will
not do so then they will become liabilities for the organisation (Mete and Whelan, 2018). There
are several advantages and disadvantages that are being faced by the venture related to the
employee engagement, that are as follows:
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Advantages of employee engagement
 Effect on Work: If the worker is disengaged then he or she tries to evade the different
activities, not able to meet the deadlines and will not able to fulfil the different roles and
responsibilities. And he or she is engaged in the organisation, then he or she will put
more efforts in the work.
 Effect on Co-Workers: It has been heard of the proverb - one bad apple can spoil the
whole bunch. If the disengaged employee will not take participate in the group task and
will reduce the moral of every individual (Eisenberger and Presson, 2016).
 Effect on Customer: Every employee directly and indirectly connected with the
customers. Such as marketing department direct communicate with the customers,
production department, serve products and services to the customers in order to cater
their needs. And a disengaged employee either by actively de-selling the organization.
 Effects on Productivity: It is one of the key aspect, where employees are totally
engaged, they are responsible for serving and manufacturing products and services. If the
venture engage employees in every task, then they get effective motivation and it will
help them to put maximum efforts. Ultimately, this will enhance productivity of the
venture
 Effect on Company Performance: Employee performance have great impact over the
performance of the organisation. If the employee are engaged in decision making of the
venture, they will able to know the real situation and then try to solve the different
problem of stakeholders. And this will enhance performance if the company (Burton and
Schultz, 2017).
Disadvantage of employee engagement
 Communication Complexity: More lines of communication and the potential for
inconsistent decision making are disadvantages with employee involvement systems.
When more employees are involved in the decision making, then important information
need to be communicated to them. Then there may be risk that that information can be
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given to the unauthorised person. So communication can be the biggest issue with
employee engagement (Huang and Zohar, 2016).
 Manager-Employee Boundary: The biggest risk of employee engagement is that the
line of distinction between the management level and employee level becomes blurred.
The decision which are taken by the top level management are at executive level and if
that responsibilities are given to the employees, and they will not able to make effective
decision, then it may cause loss to the venture
Different issues and challenges involved in the employee engagement
Employee engagement is very significant for the organisation, employees, customer,
employer and other stakeholders in the organisation. If these members are involved in the
organisation activities and decision making, then they can able to put their maximum efforts.
While implementing employee engagement, there are several issues and challenges faced by the
venture, that are as follows:
Communication: If the venture have poor communication, then it can cost huge time, money
and cost. Every employee try to communicate different issues to the managers, but it significant
that that issues reached to the ears of managers (Wu and Huy, 2017). It’s not that they’re falling
on deaf ears, it’s that there’s no controlled way of exchanging the input and output. It is the very
biggest risk that message can be misinterpreted and diluted. Thus, every employee need to
ensure that their message for the consistent, clear and being received by the managers. When the
workers work in the remote area, then location is the biggest challenges. Communication
channels need to be accessible by everyone, and on any device (Menguc and Katsikeas, 2017).
Thus, venture should be use some intranet channels or app to have internal communication
effective. This will help the employees to connect with the management and have proper
engagement. Thus, it can be said that communication can be the biggest challenge in employee
engagement.
Trust: It is also one of the significant factor for the employee engagement, with that it is also
challenged for the organisation when they are engaging employees in different activities and
decision making of the organisation. Every relationship need trust and if it is not there then
employee will be disengaged. Great Place To Work, found that 87% of employees who work at
organisations where trust is key, are less likely to leave. The management need to make good
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trust with the employees so that employee can communicate good ideas to them and put
maximum effort in the organisation (Mete and Whelan, 2018). Thus, it can be said that if the
employee and employee have no trust then engagement can not be maintained
Conclusion and recommendation
It can be concluded from the project report employee engagement plays very significant
role in the organisation. It helps the venture to enhance their performance, productivity,
profitability, customer base etc. Employees are the key aspects and their effort plays very
significant role in different activities and operations. There are different challenged faced by the
venture regarding employee engagement. The recommendation which should be given to the
venture to reduce the issues are as follows:
 The venture should follow hierarchical communication with that they should use
different technologies in order to enhance internal communication between members of
the organisation.
 Organisation should involve employees in decision making so that employee fell that
they are the part of venture and then employee will try to put their maximum effort and
engage in decision of organisation.
 Demonstrate scope for employees to grow
 Ask for feedback, and follow up
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REFERENCES
Books and Journal
Anitha, J. and Aruna, M., 2016. Enablers of Employee Engagement of Gen Y at the Workplace
with reference to Automobile Sector.
Anthony‐McMann, P. E. and Halbesleben, J. R., 2017. Exploring different operationalizations of
employee engagement and their relationships with workplace stress and burnout. Human
Resource Development Quarterly. 28(2). pp.163-195.
Burton, W. N. and Schultz, A. B., 2017. The Association of Employee Engagement at Work
With Health Risks and Presenteeism. Journal of occupational and environmental medicine.
59(10). pp.988-992.
Eisenberger, R. and Presson, W. D., 2016. Optimizing perceived organizational support to
enhance employee engagement. Society for Human Resource Management and Society for
Industrial and Organizational Psychology.
Graban, M., 2016. Lean hospitals: improving quality, patient safety, and employee engagement.
CRC press.
Huang, Y. H. and Zohar, D., 2016. Beyond safety outcomes: An investigation of the impact of
safety climate on job satisfaction, employee engagement and turnover using social
exchange theory as the theoretical framework. Applied ergonomics. 55. pp.248-257.
Menguc, B. and Katsikeas, C. S., 2017. The role of climate: implications for service employee
engagement and customer service performance. Journal of the Academy of Marketing
Science. 45(3). pp.428-451.
Mete, M. and Whelan, S., 2018. Employer Brand Image and Employee Engagement: An
Exploratory Study in Britain. World Academy of Science, Engineering and Technology,
International Journal of Economics and Management Engineering. 5(2). pp.163-195.
Shirin, A. and Kleyn, N., 2017. An Evaluation of the Effects of Corporate Reputation on
Employee Engagement: The Case of a Major Bank in South Africa. International Studies
of Management & Organization. 47(3). pp.276-292.
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Wu, K. J. and Huy, P. M., 2017. Applying Big Data with Fuzzy DEMATEL to Discover the
Critical Factors for Employee Engagement in Developing Sustainability for the Hospitality
Industry under Uncertainty. In Supply Chain Management in the Big Data Era. IGI Global.
Online
4 Employee Engagement Challenges and How to Tackle Them, 2017. [Online] Available
through:<https://blog.workvine.co.uk/4engagementchallenges>
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