Impact of COVID-19 on Employee Engagement: A Business and Law Study

This report delves into the critical topic of employee engagement within the challenging context of the COVID-19 pandemic. It investigates the level of employee engagement during this period, examining the impact of technology and the strategies employed by multinational organizations. The research explores key questions such as the engagement levels of employees, the effectiveness of organizational support, and the impact of technological tools. The literature review covers various themes including employee engagement strategies during COVID-19, the positive and negative impacts of technology, and the engagement levels within multinational organizations. The report highlights the importance of employee engagement for organizational success, particularly in navigating the challenges of the pandemic. The study provides a valuable analysis of how companies can maintain and improve employee engagement through technology and effective management strategies.

Business and Law
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TABLE OF CONTENTS
.........................................................................................................................................................2
CHAPTER 1: INTRODUCTION....................................................................................................3
1.1 Background of study..............................................................................................................3
1.2 Aim and objectives................................................................................................................3
1.3 Rationale................................................................................................................................3
1.4 Scope......................................................................................................................................4
CHAPTER 2: LITERATURE REVIEW.........................................................................................5
CHAPTER 3: RESEARCH METHODOLOGY.............................................................................9
CHAPTER 4 DATA ANALYSIS ................................................................................................12
CHAPTER 5 CONCLUSION........................................................................................................17
CHAPTER 6 RECOMMENDATIONS ........................................................................................19
REFERENCES .............................................................................................................................20
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Topic: Employee engagement in the current context of Covid - 19
CHAPTER 1: INTRODUCTION
1.1 Background of study
Employee engagement is the approach that results in right condition for all the employees
of an organization so that they commit to all their organization’s goal and values. In the same
way, current study shed a light upon impact of employee engagement upon performance of
employee at the time of Covid-19. This pandemic affect the entire working system of a business
in opposite manner because the entire world shut their business for 3 months and as a result, it
becomes difficult for the HR to engage the employees. Therefore, it is an extent to which an
employees feel passionate about their jobs and commit to their organization as well. Through the
study, scholar wants to make attention of many readers towards the strategies used by the
company for engaging employees for long term.
1.2 Aim and objectives
Aim:The aim of this research is to investigate employee engagement and the impact of
technology in the current context of COVID-19.
Objectives:
 To investigation the level of engagement of employees during this COVID-19.
 To examine the impact of technology on employee engagement during COVID-19.
 To investigate the level of employee engagement from some Multinational organisations
during COVID-19.
Research questions:
 How engaged are employees during this COVID-19 period?
 Are organisations effectively supporting employees in this period of COVID-19?
 How effective are the technological tools impacting on employee engagement in an
organisation during the current COVID-19?
1.3 Rationale
The rationale for conducting the research on specific topic is such that employee
engagement is considered one of the most common problem for many organizations and that is
why, the study provide ways to engage employees during this tough situation. Hence the current
study provides range of options and importance of technology in order to manage the work along
with retaining employees because secondary study reveals that more than 50% of the
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organizations are facing the same issue. Therefore, with the help of this research, scholar analyze
the strategies used by companies in order to engaging employees and determine the importance
of technology for retaining them as well.
1.4 Scope
Research on this specific topic will help different investigator who want to study on this
topic. Such that they may gather information and considered as a secondary research which will
benefited them and also analyze the level of employee engagement during Covid-19. Moreover,
organizations also determine the ways through which managers of HR engage employees and
this in turn sustain the brand image of a firm as well. Therefore, the study will benefited people
in order to understand the importance of technology that assist to keep engaging employees for
long run.
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CHAPTER 2: LITERATURE REVIEW
Literature review is surveys of books, articles and other sources related to particular areas
of research or issue in order to get useful information. In another words, it can be stated that
literature review involve process such as finding from relevant publication, critically analysis
them and explained whatever necessary information has been identified. So, this are mostly
designed in order to provide brief overview of sources that has been used in order to research
information related to particular topic. Therefore, literature review on employee’s engagement
and the impact of technology in situation of Covid-19 are as follows:
Theme 1: The way employees has been engaged during Covid -19 period
As noted by Mantarova and Toskov, (2019), manager in order to engage more and more
customers in the organisation in situation of Covid -19 has tried to make use of different
strategies so that they are motivated to give their best for growth and expansion of business.
Understand their feeling and provide support to employees so that they can cope up with
pandemic situation and positively contribute in achievements of company goals. Due to covid-
19, most of the employees are suffering from mental stress because of lack of security therefore
managed have tried to ensure their safety and health. Keep informed is another steps that has
been undertaken by manager in order to enhance employees engagement as it by informing
employees several changes is able to motivate them to adapt themselves as per environment so
that company can grow and sustain its business for longer time frame. The author further stated
that manager has also taken steps towards maintain friendly and healthy working environment so
that employees can be feel relaxed and are ready to give their best for growth and expansion of
firm. Like Respect, recognition to employees for their hard work and determination has make
employees happy and enhance their engagement to put more and more efforts for benefit of
organisation.
From the perspective of William Kahn (2019), recently managers are making use of three
dimension of employee’s engagement in order to cope up with situation of Covid-19. Physical ,
cognitive and emotional are three principles of employees engagement that has been used by
manager to handle diverse individuals within organisation. Physical engagement specifies that
employees needs to be present both in physical and mental manner so that they can perform job
in better manner. Therefore, manager in order to enhance their physical and mental presence has
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tried to provide social environment so that they can active take part in different activities that
will lead in growth of firm. Cognitive engagement stated that most of the employees are
interested to have knowledge of vision and key strategies of firm and the way their performance
will helps in achieving their goals as well as firm. So, manager in scenario of Covid-19 through
effective communication or sharing relevant information about organisation short term and long
term goals is able to get maximum engagement of employees. The last dimension is emotional
engagement it focus on relationship between employee and employer of organisation. Therefore,
in context of Covid-19, in order to make employees feel relaxed management has tried to build
strong relationship with them to understand their respective problem and find alternative solution
for better outcome. Positive interpersonal relationship, trust and team work has contributed in
maximum engagement and more productivity even in situation of Covid-19.
Theme 2: Impact of technology on employee’s engagement in period of Covid-19
From the point of view of Geue, (2018), due to covid-19, company have started making
use of innovative technology or digital media to promote its products and services to range of
customers in limited time frame. The author states that technologies have positive impact on
employee’s engagement as it contribute in making their life better. Through innovative
technologies employees are able to complete particular task in limited time and efforts thus it has
motivated them to make use of it for achievements of end goals. Employees can easily access
various information through innovative technologies or email or video conferencing tools
thereby through innovative technology they are able to connect with each other. Thus it further
contributes in reducing face to face communication and ensuring social distancing, health and
safety of employees within organisation.
On another hand, Hughes and et.al., (2019), illustrate that technology have caused
frustration to employees as they are threat to their stability or requirements within organisation.
People are becoming more and more dependent on technologies for work as they can complete
task in limited cost as well as time. But it has leads to decrease in requirements of employees or
less employment opportunities. Constant changes and development in technology in context of
Covid-19 has impacted employees to learn new skills, knowledge and capabilities in order to
delivered services to customers as per their expectancy. Thus it has make employees unemployed
that does not have skills related to innovative technologies thereby impact their lifestyles and
creating more stress in their life. Another negative impact of technology on employees is that due
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to it they have to work for employer 24/7 hours that has limited their personal life which created
more mental pressure and stress.
According to Oluwatayo and Adetoro, (2020), performance management tool is used by
manager in order to monitor and measure actual performance of employees in order to find key
strategies which could be fruitful in motivating them to make more efforts so that company can
gain competitive advantages. Manager is able to identify lazy and hard working individuals thus
able to formulate or decide appropriate action that could be used in order to enhance their overall
performance. Through performance management tool communication can be improved thus
employees can be engaged to work together for achievements of common goals. Therefore,
innovative technology tool also has great impact on employees’ engagement as it has contributed
in increasing their productivity and performance within organisation.
Theme 3: The level of employee’s engagement from some multinational organisations
during Covid-19
According to Ali, Bashir and Mehreen, (2019) employee engagement is key element that
enhance and improve performance of businesses even better. This approach provides several
benefits to multinational companies in context of specific situation like current pandemic that
impact and affect whole world in negative manner. It can consider as emotional connection
which workers feels towards their companies. During corona virus, workers from some
international firms are taking part and show engagement at extreme level, which is really very
important in term of overcoming negative impact of pandemic and performing even better. For
example, workers take part in serving quality services and products to consumers who are unable
to come out of home. Due to above environmental factor, overall business world gets affected
which impact profitability, performance and productivity of companies in negative manner.
During that situation, excellent employee engagement plays vital role in form of managing
current business performances, serving goods to target customers and increasing consumer
satisfactory level in effective manner.
It is one of the most essential and effective source through which multinational
companies can performance more than expectations of its stakeholders. High degree of employee
engagement from international brands especially during pandemic, increase ventures abilities in
regards to providing food and other facilities to local people who are unable to go out of home or
residential place for purchasing grocery items. Without this components, firms could not be
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capable to survive within specific market or sector for longer period of time and retain its
talented workers as well.
Nohria, (2020) stated that most of the organizations either small or large as well as
multinational during pandemic has not been survived because lack of employee engagement,
which could not allow management to serve its best and appropriately to needy people who need
support to survive till the pandemic and their impact would be decreased. Poor engagement of
worker’s outcomes in ventures losses like low revenue, sales and other thing when a company
does not cater an excellent and strong business culture in which personnel feel essential and
assist by firms. Decrease degree of employee engagement decrease the competences of
multinational companies in context of surviving within marketplace for longer, after and during
pandemic. Lack of worker’s engagement level outcome in higher absenteeism and ineffective
well-being as well as health either mental or physical.
Shanafelt and Noseworthy, (2020) discussed that low level engagement of workers from
global organizations during COVID-19 decrease operational efficiencies of firms and overall
performance of ventures in negative manner, which is not appropriate and relevant for business
success. Most of employees due to above disease, are unable to provide higher degree of
employee engagement that can impact negatively upon operational effectiveness and
organizational productivity. This extent of engagement could lead to lack of job satisfaction and
commitment towards gaining competitive advantages, achieving set aims and objectives.
Because of health issues level of employee engagement is decrease from companies’ side during
pandemic, which can also affect in similar manner just like above does.
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CHAPTER 3: RESEARCH METHODOLOGY
3.1 Introduction
Research methodology (RM) is the specific procedure that helps to determine, select as
well as analyze the information about the topic. This section allows the reader to critically
evaluate the study’s validity as well as reliability. There are different methods that assist to
conduct the entire research in better manner, some of them are as mentioned below:
3.2 Research type
There are three types of research which are mainly used by the scholar in order to support
the study in well manner. Such that Qualitative which is deals with non- numerical data in order
to understand the problem and new ideas for research (Snyder, 2019). Next is, quantitative
research which is a process that helps to collect and analyze only numerical data in order to
determine the pattern. Last is mixed research which is a mixture of qualitative and quantitative
study that analyze both methods.
Among all three, scholar uses qualitative study in which scholar is able to conduct in-
depth research by supporting them through theories and also meet the define aim as well. Also,
through qualitative study, investigator is able to determine the pattern which in turn helps to
analyze the employee engagement and the impact of technology during current covid-19
situation.
3.3 Research philosophy
It is a belief or notion about a way through which data is gathered and analyzed in order
to examine the pattern. Through this researcher is able to answer the research questions and
improve own skills as well. There are four types of research philosophy such that Interpretivism,
Realism, Positivism and pragmatism (Zangirolami-Raimundo, Echeimberg and Leone, 2018).
Therefore, these philosophies provide philosophical perspective and it is completely based upon
the assumption that helps to meet the define aim.
So, from all these 4 types, Interpretivism research philosophy has been adopted by the
scholar because it assist to observe the entire world and also based or depends upon the
researcher’s interest as well. Through the selected research philosophy, researcher is able to
answer the research questions and conduct the entire research in proper manner. Thus, this
philosophy tries to integrate the human interest into a study and define different ways through
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which company engage their employees by using different technology during this pandemic time
so that company’s brand image is sustain.
3.4 Research Approach
This is a plan and procedure which comprise of different steps of broad assumptions into
detailed method of data collection and interpretation. This is specifically designed to address the
problem and conduct the whole research in better manner as well. There are three types of
research approach used by the scholars such that inductive, deductive and abductive (Ørngreen
and Levinsen, 2017). These are completely based upon the type of research chosen by the
scholar. Hence, research approach is used to meet the set objectives by using relevant sources.
Among all, investigator used inductive research approach because it is set of observation
and tries to take a research from general to specific which in turn meet the define aim. In the
same way, for current study scholar uses this approach that assist to identify the impact of
technology upon employee engagement during Covid-19 and also conduct the entire research in
proper manner as well.
3.5 Data collection
It is all about gathering and collecting data or info relate to chosen topic through which
investigator in context of this study can generate better results by meeting set aims and
objectives that has been discussed above. Data collection is distinguishing into two forms such as
secondary & primary data collection, that help researcher for collecting important data about
employee engagement during pandemic. Under secondary form data is gathered from books,
novels, journals and other sources in which data has been collected by someone else relate to
similar subject, while on the other hand, primary data collection are those approaches from
which first handed information can take by conducting different practices such as interviews,
surveys etc. Furthermore, among all methods, researcher in regard to current study choose
secondary approach. Through these sources they can analyze and identify level of employee
engagement during corona virus.
3.6 Data analysis
It can be defined as procedure of transforming, analyzing, examining and modelling data
to provide appropriate findings useful for researcher. Through this method researcher can
analyze important data about chosen subject in effective and systematic manner which help
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reader to obtain information in context of level of staff engagement during pandemic that affect
overall economy in negative manner. Moreover, different forms of data analysis accessible
among them researcher can chose appropriate one and that is thematic approach which is quite
effective and useful for analyzing gather information by researcher via using above data
gathering methods. It is the best approaches and relevant as well because the current
investigation is based on qualitative research.
3.7 Ethical consideration
In this the researchers have made sure that ethical code of conduct is being followed by
them. It has also been analysed that they have made sure that consent has been taken from the
participants. This has assisted in increasing trust of participants. Researchers has made sure that
objectivity and integrity is been maintained throughout the research. This has assisted
researchers in achieving the target and also making research more reliable. It has also been
analysed that researchers have made sure that personal data of researchers are not being shared
with anyone else and is kept confidential (Kaushik and Guleria, 2019). It has also been
evaluated that researchers have made sure that no harm is being caused to participants who are
being engaged in research. It has also been evaluated that objectivity is maintained throughout
research. In this researchers have also made public aware about the objective of research so that
they know about purpose of research.
3.8 Limitation
There is various limitation of research because of which the report has been delayed.
There was limited access to internet and also there were lack of availability of resources which
has made hard of researcher to complete the research on time. It has also been evaluated that the
research was qualitative in nature so it was difficult to take out causal relationship. It is also
being analysed that there were also various other limitations such as sample size was small so it
was difficult to analyse the data for same. It is also being evaluated that there were also other
limitations which was being faced.
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CHAPTER 4 DATA ANALYSIS
According to Ahmed and et.al., (2020) it is essential for firm to engage staff with each
other so that they are able to work in effective way and attain goals and objectives. Moreover, if
engagement is low then it becomes difficult to achieve goals and objectives as there is poor
impact on employee productivity and efficiency. However, it has been evaluated that
engagement of staff allows in doing team work. They communicate and interact with each other
and perform tasks. It is discussed that during covid 19 there are many ways by which employees
are being engaged with organisation. It is state that manager are in regular contact with them.
They regularly take meeting through video calls in which they interact with them. They ask
various questions regarding work, any problems being faced etc. besides that, they take
feedback from them that how work is going and what changes are needed in it. Along with that,
there is use of theory of 3 dimensions as well. Physical, cognitive and emotional are three
principles of employees engagement that has been used by manager to handle diverse
individuals within organisation. Physical engagement specifies that employees needs to be
present both in physical and mental manner so that they can perform job in better manner.
Therefore, manager in order to enhance their physical and mental presence has tried to provide
social environment so that they can active take part in different activities that will lead in growth
of firm. Cognitive engagement stated that most of the employees are interested to have
knowledge of vision and key strategies of firm and the way their performance will helps in
achieving their goals as well as firm. The use of this theory has resulted in providing support to
employee in all aspect. The manager have developed goals on basis of needs of staff and then
made changes in strategies to fulfill needs.
In view of Trougakos, Chawla and McCarthy, (2020) it is discussed that manager have
focused on developing relationship with staff. They are providing new ways of working by
which staff becomes comfortable and relax to work with each other. Also, manager are taking
suggestions from staff that how to work in team. They have gained trust and satisfaction of
employees by which they are more engaged. Moreover, there is change in leadership style as
well. The participative style is followed in which staff is allowed to take part in decision making.
Hence, it has led to engagement of all staff. In this problems and issues are identified and solved.
The overall communication process is modified and made transparent and quick. Now, info is
quickly shared at all levels within organisation. Hence, there is more awareness within
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employees regarding what changes are done. In this way there is quick flow of info and increase
in employee engagement. By making use of Zoom calls and other things like Webinar, they have
been able to meet the needs and demands of the employees. This has assisted them in increasing
employee loyalty and also because of this firm has been able to achieve their set target and
objectives. It has also been evaluated that because of this pandemic situation the training which
has been provided to workers has become ineffective and because they are not being able to learn
better online.
As said by Al Fannah, Al Harthy and Al Salmi, (2020) covid 19 has highly impacted on
entire global economy and businesses. Due to that there is change in way of doing business
operations and performing tasks. Besides that, the major impact of covid 19 is on MNC
operating at global level as due to new norms and guidelines they are not able to work with full
efficiency of staff. Furthermore, most firms have opted process of work from home. Due to that
staff is not able to engage with each other and work in team. It means that employee
engagement is highly impacted in negative way due to covid 19. However, it has resulted in
decline in performance and efficiency of staff as well. Moreover, it is stated that technology has
also impacted on employee engagement but in both positive and negative way. This means that
with use of technology it has led to providing T&D to them in effective way. There is use of new
and advance tools and software by organisation in which staff is able to perform tasks. For
example- AI, VR, AR, etc. are some technologies that is being used by companies. With that it
has become easy for staff to perform complex tasks and attain goals. They are able to work fast
and attain goals within deadline. Also, area where man power is required is now replaced with
technology. Thus, it has led to save time of their as now task is performed with help of
technological tools. Hence, it has become easy for them to perform task. The overall way of
working has changed. It has also motivated staff to put more efforts in doing their job in effective
way. The main impact is on info that is shared and accessed quickly with help of technology.
With they it has led to taking quick decisions and communication. Through innovative
technologies employees are able to complete particular task in limited time and efforts thus it has
motivated them to make use of it for achievements of end goals. Employees can easily access
various information through innovative technologies or email or video conferencing tools
thereby through innovative technology they are able to connect with each other. Thus it further
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contributes in reducing face to face communication and ensuring social distancing, health and
safety of employees within organisation.
But on other hand Kooij, (2020) it has been found that technology has impacted in
negative way as well to employee. This is because use of technology has resulted in lay off of
staff. There has been more use of technology in doing complex tasks. Furthermore, it is found
that use of technology has resulted in decrease in employee engagement. Now, staff is not able to
communicate and interact with each other. Also, they are not able to work in team. Hence, it has
affected on their performance in negative way. With change in working there is impact on their
mental health as well. It is because they are not able to interact with each other face to face.
Thus, feelings and views are not shared openly. In addition they are not able to learn new skills
and knowledge. It is because work in done individually. Therefore, their personal life is affected
as well as they are not able to maintain balance. Alongside, growth opportunities as declined as
now technology has replaced manpower.
As elucidated by Jafri, Ahmed and Siddiqui, (2020) it is analysed that in covid 19 most
companies have emphasized on employee engagement. This is done in order to enhance their
performance and productivity. For that they are using different approaches. However, in order
to mitigate impact of covid 19 engagement is necessary for them. The main approach followed
is employee engagement. With that it has enabled them to interact with staff in effective way.
Also, there is increase in performance as well. By engaging with management it enable staff to
contribute in work. They give relevant suggestion which are useful for organisation. For example
– staff tells that how they feel comfortable in working, what changes they want, etc. hence,
planning is done accordingly.
As stated by Geue, (2018) moreover, employees know what skills they need to develop,
how T&D is to be given, etc. hence, the are able to manage business operations in more effective
and efficient way. There is change in things related to team work. It enables them to work in
team and share knowledge with management. Many MNC have said that employee engagement
is effective way to overcome impact of covid 19. this is because it allows to work with staff as
per their requirements. It has been analysed that MNC has taken several ways to engage with
staff. First is that they have followed supportive management approach. In this they have
followed 1 to 1 check in approach. In this micro goal setting and gave employees the opportunity
to receive constant feedback. This coaching approach allows management to easily assess and
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measure progress whilst also boosting team-productivity which, in turn, keeps employees
engaged – giving them a sense of purpose and achievement in reaching goals. It has resulted in
increasing communication between them so that issues are solved easily. This approach has
been beneficial in attaining goals and objectives. There is also another approach followed by
companies at global level. Here, they have created a positive environment by adopting flexible
timing. Hence, it has allowed staff to maintain their work life balance during work from home.
With flexible working staff is able to spend family time as well. They are giving equal time to
their profession by engaging with managers. Thus, it has resulted in increasing employee
engagement. It has also enabled in maintaining physical and mental health. Also, there is
increase in commitment with firm and enhancing productivity of staff. When organisation pay
attention to staff issues than it results in creating a more strong connection with organization.
Thus, it results in establishing a positive environment and culture. Moreover, it is found that
MNC have also made changes in leadership style. Here, they have focused on trust in leadership,
in this employees have trusted leader decisions as they are giving right direction to them to
follow. So, leader are able to gain trust of staff that has benefited them. Moreover, the reliance
of staff on leader has led to solving problem during covid 19. besides that, roles are reshuffled,
changed, etc. within particular time period. There is also frequent team meetings done in which
all issues are discussed. So, it s leading to bringing efficiency in team work and performance.
The transparent communication practices are initiated which is allowing continuous feedback
loop. Hence, it is resulting in retaining of staff for long term period. There is also increase in
employee engagement.
Hughes and et.al., (2019) said that employee safety and wellness is of paramount
importance to the organization. So, it devised detailed response protocols to protect our team
members at all times. Here, multiple webinars on ergonomics, on managing complexities of
balancing work and home and on support to those employees providing care giver support to
families. Also, online sessions targeted at specific categories like women, singles, people who
need to take care of the elderly, etc. to help them handle the additional stress. It will generate a
sense of responsibility among your employees, as it creates a balance between work time and
personal time. Employees will work closely together to ensure that no one is feeling pressured to
respond to emails and messages at all hours of the day.
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There are various businesses which has created virtualized engagement platforms,
leveraged our internal social media channels, and continued to keep the engagement game on by
conducting online contests, fun activities, interactive platforms where employees get to share
quirky snapshots from their lock down lives, and their experiences in handling the challenges
faced while working remotely. Also, they reenergized our Employee Resource Groups, the
women’s network, the young employee network, etc. which help in fostering inclusivity.
Furthermore, many teams run team-based engagement activities like the Virtual Happy hour
where one connects online every week and on a personal level with team members. It close the
session by focusing on learning something new like meditation to handle stress etc. They
communicate and interact with each other and perform tasks. It is discussed that during covid 19
there are many ways by which employees are being engaged with organisation. It is state that
manager are in regular contact with them. They regularly take meeting through video calls in
which they interact with them (Nohria, 2020). They ask various questions regarding work, any
problems being faced etc. besides that, they take feedback from them that how work is going
and what changes are needed in it.
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CHAPTER 5 CONCLUSION
From the above study it has been summarised that there are is huge impact of technology
in context of COVID-19. Technology has assisted employees in engaging to organisation and
because of this they have been able to achieve set target and objectives. This has assisted
workers in growing and also because of this their productivity has been increased. Poor
engagement of worker’s outcomes in ventures losses like low revenue, sales and other thing
when a company does not cater an excellent and strong business culture in which personnel feel
essential and assist by firms. It has also been analysed that because of technology workers have
been able to work remotely. This has assisted them in increasing their productivity during these
tough times of COVID-19. It has also been evaluated that because of pandemic situation, in
several organisations lower level of employee engagement is being seen. This has affected their
work and also because of this they are not being able to achieve their set target and mission.
Report has provided the details that so many of workers has also lost their jobs because of this
pandemic situation. It has also been evaluated that workers have become negative as they are
working from home and facing several types of issues. There has been lack of training.
Companies are fulfilling the needs of employees by making use of technology so that they can be
engaged more. This has assisted them in achieving set target and objectives. During corona virus,
workers from some international firms are taking part and show engagement at extreme level,
which is really very important in term of overcoming negative impact of pandemic and
performing even better. It has also been evaluated that technology has supported organisations in
engaging employees. By making use of Zoom calls and other things like Webinar, they have
been able to meet the needs and demands of the employees. This has assisted them in increasing
employee loyalty and also because of this firm has been able to achieve their set target and
objectives. It has also been evaluated that because of this pandemic situation the training which
has been provided to workers has become ineffective and because they are not being able to learn
better online. The information from report has also provided the details that because of novel
corona virus, workers productivity has lower down. It has also been evaluated that because of
this pandemic situation, profitability of company is being lower down. This has also affected
their working procedures. It has also been evaluated that Decrease degree of employee
engagement decrease the competences of multinational companies in context of surviving within
marketplace for longer, after and during pandemic. Lack of worker’s engagement level outcome
17

in higher absenteeism and ineffective well-being as well as health either mental or physical. This
has assisted in lowering down of productivity and profitability of firm.
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CHAPTER 6 RECOMMENDATIONS
From above study it is analysed that due to covid 19 employee engagement has highly been
impacted. Due to that it has resulted in decrease in their performance and efficiency. Besides
that, all MNC are finding out new ways of enhancing employee engagement so that it helps in
engaging employees in effective way. Thus, there are various types of recommendations which
can be followed by companies in order to reduce impact of covid 19 on employee engagement. It
is mentioned as below
Here, companies can introduce new ways of training and development by which employees are
trained. It will enable in engaging them with each others in effective way. Besides that, staff will
be able to get train and their skills will be developed.
The MNC should measure and analyse employee performance so that they are able to find out
gaps in their skills and why they are not able to engage in it. In that they can take feedback from
them and then accordingly make changes in training and development. So, on basis of that
technology can be implemented as well in T&D.
The companies can form a policy and in which it can include various practices by which
employee get engaged with organisation. In that they can regularly communicate with them and
take part in decision making. Also, they can take part in meetings and discussion.
The firm should maintain and install various technologies so that they are able to provide
effective T&D to staff. This will be useful in maintaining efficiency of technology and engage
them with management. The technologies used in it can be video call, virtual reality, etc. With
that it will allow in regular training.
In this companies can prepare a roaster in which they are able to call employees one by one on
weekly basis by which all employees get chance to work in team and continuous communicate
with each other. In this way it will result in engagement of all staff within business.
Another recommendation is that firm can ensure all health and safety equipment's are properly
installed within organisation. They can also do inspection and check it on regular basis. After
that, they call 50% staff at work which will led to increase in employee engagement.
Thus, these are some recommendation which can be followed by MNC in order to
minimise impact of covid 19 on employee engagement. They can take several measures and
action by which it becomes easy to engage staff and work in team. In this way, goals and
objectives will be attained.
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