Employee Engagement Analysis at Unilever: Drivers and Proposition

This report provides a comprehensive analysis of employee engagement, focusing on its concepts, drivers, and measurement tools, with a specific case study of Unilever plc. It explores the key drivers of employee engagement, such as meaningful work, career growth, belonging, recognition, and leadership, and evaluates various tools used to measure employee engagement, including employee surveys, HR tools, social media analysis, and exit interviews. Furthermore, the report constructs an employee value proposition (EVP) based on the analysis, highlighting components like compensation, work-life balance, stability, location, and respect, and suggests strategies to raise levels of engagement within organizations like Unilever, emphasizing the importance of a strong employer-employee relationship for achieving organizational goals.

Assessment
component-2

Table of Contents
INTRODUCTION...........................................................................................................................3
Reviews the concept and drivers of employee engagement........................................................3
Evaluate the tools to measure the employment engagement.......................................................6
Constructs an employee value proposition from the ideas and analysis previously covered,
including strategies to raise levels of engagement......................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Employee engagement is related to those concepts which provided both the information
such quantitative and qualitative related to the relationship between employees and the
organisation. It is important for the managers of the organisation to developed effective
relationship between employees and the organisation to achieve the goals and objectives of the
organisation effectively (Barreiro and Treglown, 2020). Employee is the most important
resource for any organisation because no the task or business operations are performed without
the involvement of employees. The effectiveness in work requires active engagement of the
employees in the organisation. It is the duty of the managers of the organisation to stay their
employees motivated towards the goals and objectives of the organisation. The organisation
which is chosen here to describes this report is Unilever plc . This report states concept and
drivers which enables the employee engagement in organisation. There are many diagnostic tools
which are present with the organisation which helps them to measure the employee engagement
in the organisation are stated in this report. The detailed explanation related to employee value
proposition are describes in this particular report.
About the company
Unilever plc is British multinational organisation which deals in retails industry of the united
kingdom. The major decision related to operations of the business are taken from the headquarter
of the company which is located in London England. There are large number of product line
which Unilever maintains such as food products, beauty care products, home care products and
many more. Currently the company is operating more than 350 brands in the world huge revenue
from it.
MAIN BODY
Reviews the concept and drivers of employee engagement
Employee engagement is a human resource concept under which provides a knowledge
related to the employee preference and behaviour towards the work of the organisation. It is very
important that the behaviour of the employees lies towards the goals and objectives of the
organisation. The relationship between employee and organisation should be effective and strong
which influence the efforts and behaviour of the employees the completion of task effectively. it
is very important for the management of Unilever plc that the employees of the organisation

engaged in the organisation with the greatest skills which helps the management for the
development of organisation.
Drivers of employee engagement
There are many drivers are present which derives the behaviour of employees and
enables them properly engage in the activities of the organisation. The management of Unilever
plc always uses many drivers which engage their employees towards the work. The brief
discussion related to these drivers are given below.
Meaningful work
It is very important for the engagement of employees in the work of the organisation that
the work id meaningful. The simple meaning of the meaningful work is that the work has some
objectives and usage. The nonsense work of the organisation demotivated the employees of the
organisation and minimise the confidence of employees of the organisation. It is the duty of the
managers of the organisation to regularly analyse the work of the employees and provides
considerable rewards for their progress which derives their engagement in the organisation. The
managers of Unilever continuously review the work of the employees and provides meaningful
work which helps to work in the organisation with the great spirit.
Career growth
One of the most common goal of any employee of the organisation is the growth of their
career. They have different career plan and objectives, it always wait for the right time to execute
this plan and achieve success in their life. It is the duty of management of organisation to analyse
the career plans of their employees and link their career with the fulfilment of goals and
objectives of the organisation. The mangers of the organisation enables their employee to believe
that if they puts their greatest efforts for the achievement of organisational goals and objectives,
company provides them higher rank in the organisation which fulfils their carer plans. This
activity of the management enables the employees to actively engaged in the organisation.
Unilever is the dream of many employees to work with them due to the huge opportunities of
career in the organisation. The existing employees of the organisation has enjoyed many carer
growth programmes in the organisation Unilever future leaders programme.
Belonging
Belongingness id related to the mutual relationships between the employees of the
organisation and it enables the employees of the organisation to actively participates in the work

of the organisation. Effective communication is one of the most important factor which is
required for the development of employee belongingness in the organisation. It is the sole
discretion of the managers of the organisation that it develops the those culture in the workplace
which promotes the development of employee belongingness in the organisation. There are many
curriculum activities are present which the managers of the organisation uses to enables their
employees interact with each other (Sandhya and Sulphey, 2020). These efforts of the managers
helps the employees of the organisation to actively engaged in the organisation. The working
culture of the Unilever are developed as per the basis which promotes the employees
belongingness. The management of the Unilever organises several office parties regularly which
enables the employees of the organisation to develops the mutual relationship with one another.
Recognition
The one of the most important and successful method which many companies uses to
improve the engagement of their employees in their business activities is provide recognition in
front of other employees of the organisation. These recognition are provided by the company if
the employees achieve any milestone and improves their efforts. The result of this recognition
from the senior employees in front of co workers increases the respect of the employees in the
organisation and provided considerable praise and honour(Saks, 2019). This makes the employee
of the organisation to work with their maximum strength to achieve more milestones and
increases engagement of the employees. The management of the Unilever maintains different
types of recognition programmes in their organisation which enables their employees motivated
towards the work. Under the recognition programme of the company the performance of the
employees are measured on the basis of prefix performance indexes and if the employees
matches the standards set by the company, so the company provides many benefits and
motivated them to work.
Leadership
Leadership is related to the quality of a person which influences the behaviour and
attitude of a person or employees of the organisation towards the achievement of goals and
objectives of the organisation. Leadership is very important aspect of the organisation because it
motivates the employees of the organisation and make the work of the organisation superior. The
level of leadership in the management of the organisation is very high, the managers of the

organisation performs the duty of the leader and influence the will and the attitude of the
employees towards the achievement of the goals and objectives.
Evaluate the tools to measure the employment engagement
There are many tools are present with the management of the organisation which they use
to measure the engagement of employees in the work of the organisation and the brief discussion
related to these tools are given below.
 Employee survey: - It is related to those tools which the management of the Unilever
uses to measure the engagement of their employees in the organisation. Under this tool
the managers of the organisation organise the question sessions of the employees and
asked different questions to measure their engagement. The questions are whether the
employee is ready to give their full efforts and are they satisfies with the culture of the
organisation.
 Human resource tools: - The employee survey tools for measuring employee
engagement does not provide real time result and not provide proper results. So many
companies start using online application tools which provide regular performance report
of the employees. The management of Unilever develops systematic HR tool to review
the performance of their employees.
 Social media: - One of the most important tool which many organisations use to measure
the engagement of the employees of their organisation are social media. It is the most
common used methods by many organisations. The specific example of this tool is
company is using the glass door rating and reviews. Unilever plc develops the intranet
facility in their organisation under the employees can share their ideas, emotions and
feedback on the company’s portal which enables the company to improve their facilities
to enhance the engagement of their employees.
 Exit interviews: - Under this of measuring employee engagement the experts present in
the organisation prepares well systematic questionnaire for the access of their employees
at the time of leaving the interview. This questionnaire contains different questions
related to the commitment of the employee towards the work, question related to the
working environment of the organisation and many more. The management of the
Unilever has many experts which develops series of the questions for the feedback from
their employees. The employees of the Unilever has to fill the questionnaire send the

management of the organisation and provide authentic answers of all the questions
present in the form.
Constructs an employee value proposition from the ideas and analysis previously covered,
including strategies to raise levels of engagement.
Employee value proposition is related to the series of benefits which employee of the
organisation receives in exchange of skills, efforts and capabilities used in the work of the
organisation. The EVP of the organisation helps the company to attract the talented employees
towards the organisation. There are five components of the employee value proposition which
are given below:
Compensation: - The compensation and benefits which company offers to their employees are
are the main component which attract the employees towards the organisation. These
components helps the human resource of the department to fulfil the need of workforce in the
organisation.
Work life balance: - it is very important for the management of the organisation to make
balance between the personal and professional life of the employees. The management of the
organisation should provide flexible timing to the employees to manage their personal life )
(Kwon and Kim, 2020). One of the most important features of the working environment of
Unilever s their flexible timing which attracts the candidates to work in the organisation.
Stability: - One of the most important feature of the Unilever’s employee value proposition is
their stability in the organisation. All the policies and measures which organisation develops for
their employees becomes stable due to the goodwill of the organisation.
Location: - The location of the office plays an important role to attract the employees towards
the organisation. The location of the organisation are set as favourable for the employees.
Respect: - The respect which employees of the organisation getting from their management is
the main reason for the retention of employees in the organisation.
CONCLUSION
It is concluded from this report that the engagement of the employees plays an important
role in the development of the organisation and employees. This report concludes the employee
value proposition of the Unilever which provides systematic information related to components

of the same. There are number of drivers are present in the market which helps the organisation
to enhance their employee engagement.

REFERENCES
Books and Journals
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approach to trait emotional intelligence as a predictor of employee
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employee engagement: The role of organizational hierarchy. International Journal of
Hospitality Management, 75, pp.1-9.
Kwon, K. and Kim, T., 2020. An integrative literature review of employee engagement and
innovative behavior: Revisiting the JD-R model. Human Resource Management
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Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Saks, A.M., 2019. Antecedents and consequences of employee engagement revisited. Journal of
Organizational Effectiveness: People and Performance.
Sandhya, S. and Sulphey, M.M., 2020. Influence of empowerment, psychological contract and
employee engagement on voluntary turnover intentions. International Journal of
Productivity and Performance Management.
Sun, L. and Bunchapattanasakda, C., 2019. Employee engagement: A literature
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Organizational Behavior, 39(10), pp.1330-1346.