LCBB5004: Employee Engagement and Performance Improvement

This report examines employee engagement within the context of the Hilton hotel, focusing on concepts, drivers, and measurement tools. It explores the importance of employee engagement, defining it as a process that fosters passionate employees committed to their jobs. The report delves into key drivers such as decentralized power structures, communication, and growth opportunities, providing insights into how these factors influence employee behavior and performance. It further discusses diagnostic tools, including employee engagement surveys, Employee Net Promoter Scores (eNPS), and absenteeism rates, to measure the effectiveness of engagement strategies. The report outlines various strategies to enhance employee engagement, including workplace safety, flexible working arrangements, work-from-home options, job design, motivation, and collaboration. The report concludes by emphasizing that the Hilton hotel is actively using effective strategies to engage employees and take competitive advantages. The report highlights the benefits of these strategies in terms of increased staff retention, improved people management, and a positive market image.

Managing people Engagement in the
workplace and improvement performance
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Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Concept and drivers of employee engagement............................................................................3
Diagnostic tools to measure employees engagement..................................................................5
Strategies to raise employees engagement..................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10
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INTRODUCTION
Employees’ engagement refers an approach that leads to making right condition for all
members of organization to give their best each day (Azim and et.al., 2019). This present study is
based on Hilton hotel that is a global brand of full service hotels and resorts. It is famous for its
attractive or qualitative room service and food products. This study is going to show concept and
some drivers of employees engagement that leads to engagement to company. It will also discuss
some tools for measuring effectiveness of strategies for knowing employees engagement. There
are several tools that can help company in measuring engagement level of employees. Further, it
will discuss some strategies that can help companies in increasing staff retention rate, managing
people and engaging employees with the company in an effective manner and allowing company
in taking competitive advantages.
MAIN BODY
Concept and drivers of employee engagement
Employee engagement is based on the process in which establish a coordination with team
members, who are becoming passionate about their jobs within organization. Sometimes,
employee engagement goes beyond different organizational activities that can help to drive the
performance. Basically, potential employee look at the entire organization and understand their
purpose, where and how they are completely fit in. companies are engaged with workforce
outperform their competition level.
Another words, it is defined the employee engagement in which establish emotional
connect with employee, that tends to influence their behaviour, attitude and level of efforts in
different organizational activities (Kumar, 2019). Individual people can use employee
engagement as approach which help for creating a positive environment or culture. Therefore,
they can manage or control overall business tasks effectively and efficiently.
Employee engagement is based on the two ways process and applicable as all about the
interaction, coordination and communication with potential employee. it is not only create a
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strong bridge that can fulfil all gaps between disengagement as well as engagement. In this way,
it is very important to understand the driver of employee engagement.
To perform a different task in effective manner, there are lot of change occurs in
organization on behalf of employee behaviour, attitude. For Example- Manager can play
important role in which increasing the higher level of employee engagement in the workplace.
Afterwards, it ensures a healthy and engaged workforce which lies in the shoulders.
Drivers of employee engagement
With increasing the job opportunities so that employee can get more chance to improve
their own skill, gain more knowledge on the basis of experience. There are different drivers of
employee engagement uses in the organization.
Decentralised power structure-
It is one of the most common driver of employee engagement which become consider as
decentralised power structure. In case, if manager can pass on different executives power in
order to perform different activities. it is completely fill them with sense of major role and
responsibilities which make them accountable. In this way, it is to be considered the important
driver which applicable in the employee engagement.
Cooperative workers-
Communication is one of the important key aspect in term of employee engagement
whereas each and every team member can share innovative idea from their colleagues. This can
possible due to effective communication skill. Moreover, many companies whose employees are
established connection with more people (Kumar, 2019). Without communication, it would be
developing misunderstanding and pushed deadline.
To get know about the employees, communication will help other people to find out
current tasks. Such kind of innovative activities are created as new avenues for brainstorming
idea. Therefore, it can easily build a strong employee experience.
Growth and development-
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Each and every employee are aspiring to learn new thing, support for growing their own
career in the workplace. Growth and development are considered the important driver which may
support for inspiring or motivating the people to achieve their desirable goal or objective.
Hence, manager is always encouraging their employee to create or develop as healthy
competitive environment in the workplace. Afterwards, each employee can improve their
performance in order to motivate other members.
Diagnostic tools to measure employees engagement
There are different types of KPI that can help Hilton hotel in engaging employees or
measuring them in an effective manner. One of the main reasons of using tools of measurement
of employees’ engagement is to know effective of strategies and making changes accordingly for
better improvement. There are several KPI tools that Hilton hotel can use such as:
Employee engagement survey: It is one of the best ways of knowing opinion of employees as
what they actually feel at workplace and what they think about company. Do they really think
that company is concerned with their needs and with them or only treat them as resource of the
company? Making use of employees’ engagement survey can make HR able to ask real questions
related to employees experience like how satisfied they are with their work? How valued they
feel at workplace? And how they feel about their career? By getting answers of all these
questions they can know their areas in which their company is lacking behind and requires
improvement for increasing employees’ engagement rate (Naim and Lenka, 2017). The main
reason of this survey is knowing effectiveness and actual feeling of employees and accordingly
changing strategies.
Employee net provider score: It is other main effective KPI that can also makes able to Hilton
hotel in measuring effectiveness and employees engagement. It is mainly being developed for
knowing satisfaction level and loyalty of customers and employees. Loyalty and satisfaction
level is directly proportional to employees’ engagement. It can be done by employers by asking
some simple questions related to satisfaction level. One of the main questions that can give
answers of all other questions related to employees’ engagement is: what would you like to
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recommend to company for improvement and according to you what is the main area that needs
to be focused by company for employees engagement? By knowing answer of this question,
company can better know about effectiveness of strategies along with areas of improvement
(Yaneva, 2018). By knowing areas for improvement and making changes in it can take
advantages of competition. For calculating this rate, employers can also make use of formula that
is:
Employee NPS= Promoters-detractors/total respondents. A negative score suggest company and
shows that employees do not want to suggest anyone to work at your company that means
company is not effective in employees’ engagement. Positive score shows that company is
effective and employees will like to suggest their friends and other people for working at this
place. So, it can be said that this survey can help company in identifying it’s both areas where it
is lacking behind but for that company requires having integrity and other skills of understanding
behaviours of people.
Employees’ absenteeism rate: Employees do not prefer to come office regularly when they are
dissatisfied and unhappy with their job and company. Whereas, those employees who are
satisfied and happy with their job and workplace are more likely to come office regularly and are
less likely to absent at workplace. So, by knowing absenteeism as well as turnover rate,
employers can know satisfaction rate of employees. It can make them able about their areas that
are effective and that are not effective and reasons of increasing staff turnover rate (Kang and
Busser, 2018). It can help them out in making use of strategies for increasing employees’
engagement rate.
By comparing all above discussed ways it can be said that among all of these knowing
absenteeism rate is effective because it is time and cost saving strategy. It can help employers in
develoing strategies and increasing employees engagement rate.
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Strategies to raise employees engagement
Engaging employees is one of the main key of success of organization and part of people
management. Those companies that can engage their employees with the company are more
likely to accomplish goals and taking competitive advantages. It is found that Hilton hotel is
making use of effective strategies for engaging employees in this current covid-19 situation.
Some strategies that have been found include:
Making workplace safe: Nowadays, the main priority and factor that is being considered
by employees is safety and prefer to work with companies that make use of safety tools. So, it is
found that Hilton hotel is making use of safety tools for attracting skilled employees and
engaging them with it for the long run (Osborne, S. and Hammoud, 2017). Main reason of using
safety tools and policies is making employees sure that they are safe at its workplace and can
perform functions without getting affected.
Flexible working: It is not possible for employees of working 9-6 or 10-7 job on regular
basis. There are several factors that affect their performance and can create barriers. But by
providing flexibility in working hours and others, Hilton is trying to engage employees and
increasing staff retention rate (Sánchez-Hernández and et.al., 2019). It can makes employees feel
valued and they can maintain a balance between personal and professional life.
Work from home: There are several employees who stay away from their home and work
from remote areas. But nowadays in this current situation they prefer working from home. It is
all because of safety against covid-19 and they can also spend time with their family. By
providing this facility to employees, Hilton is engaging employees.
Job design: It is a process of work arrangement whose main aim is to reduce or overcome
job dissatisfaction among employees. Increasing staff satisfaction is the main key of success and
it is directly proportional to employees’ engagement. Hilton is trying to adopt all strategies that
can help it out in increasing employees’ engagement and making it able to take competitive
advantages.
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So, from the above discussed strategies and ways of engaging employees it can be said that
Hilton hotel is trying its best in engaging employees and taking advantages of it. By doing so, it
can have effective image in the market.
There are several different ways and strategies that can be used by Hilton hotel for engaging
employees, increasing staff retention rate and better people management.
Motivation: Motivation is one of the main key that can engage employees and encourage
them towards accomplishing goals of the company. Employees at workplace work for
accomplishing and achieving something and it is called motivation that pushes them towards
working. So, in this regard it can be said that by providing motivation to employees as per the
needs of them, Hilton hotel can increase employees’ engagement (Oldham and Fried, 2016).
It can also be said that in this context that Hilton hotel can make use of model of
motivation such as Maslow’s. This is hierarchical of needs and by identifying the type of needs
of employees; employer can increase their experience and can engage them. Rather than this,
employers can appreciate efforts and success of employees as it boosts their confidence and
makes them loyal towards company. Loyal employees are more likely to stay with them and
support them in accomplishing goals. Reason of making use of this model is to satisfy employees
satisfaction with having different needs.
Collaboration: Collaboration can also make employees feel valued and motivated.
Employees prefer to work at workplace that is friendly and healthy. Employees at workplace
require someone that can support employees and understand their feelings. So, by promoting
team working, employers of Hilton hotel can motivate employees and increase employees’
engagement. When employees work in a team then it makes them feel encouraged and improves
their relation with each others. It makes them stressed free and comfortable at workplace.
Implementation of policies: There are several companies that discriminate their
employees on the basis of gender, age and different cultural backgrounds. Employees bully some
other employees because of some basis. It de-motivates employees and they are more likely to
leave company that affects image of the company. So, in this regard it can be said that by
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implementing policies related to employees welfare such as: anti discrimination, health and
safety and others. It can protect employees against discrimination and other negative acts (Hur,
Moon and Ko, 2018).
So, from the above discussed all strategies and ways, it can be said that, Hilton hotel can attract
employees and can engage them in an effective manner and can make it successful in this covid-
19 era.
CONCLUSION
It has been concluded from the above study that employees’ engagement plays a vital role
and there are several ways of engaging employees within company. This study has discussed
some drivers of engagement or factors that can lead to employees’ engagement such as
collaboration and others. It has also discussed some tools that can help companies in measuring
rate of staff retention and employees engagement. Measuring employees’ engagement plays a
vital role as it makes employers able and aware about effectiveness of their policies and
strategies. Lastly, it has shown some ways or strategies by which companies of hospitality sector
can engage its skilled employees and can increase staff retention rate such as: flexible working,
collaboration, motivation and others.
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REFERENCES
Book and Journals
Azim, M.T. and et.al., 2019. Linking transformational leadership with employees’ engagement in
the creative process. Management Research Review.
Hur, W.M., Moon, T.W. and Ko, S.H., 2018. How employees’ perceptions of CSR increase
employee creativity: Mediating mechanisms of compassion at work and intrinsic
motivation. Journal of Business Ethics. 153(3). pp.629-644.
Kang, H.J.A. and Busser, J.A., 2018. Impact of service climate and psychological capital on
employee engagement: The role of organizational hierarchy. International Journal of
Hospitality Management, 75, pp.1-9.
Kumar, P., 2019. Development of A conceptual framework: A pragmatic approach to employee
engagement. Indian Journal of Commerce and Management Studies. 10(1). pp.1-12.
Naim, M.F. and Lenka, U., 2017. Investigating the impact of social media on Gen Y employees'
engagement: An Indian perspective. International Journal of Human Capital and
Information Technology Professionals (IJHCITP), 8(3), pp.29-48.
Oldham, G.R. and Fried, Y., 2016. Job design research and theory: Past, present and
future. Organizational Behavior and Human Decision Processes, 136, pp.20-35.
Osborne, S. and Hammoud, M.S., 2017. Effective employee engagement in the
workplace. International Journal of Applied Management and Technology. 16(1). p.4.
Sánchez-Hernández, M.I. and et.al., 2019. Work-Life Balance in Great Companies and Pending
Issues for Engaging New Generations at Work. International Journal of Environmental
Research and Public Health. 16(24). p.5122.
Yaneva, M., 2018. Employee Satisfaction vs. Employee Engagement vs. Employee
NPS. European Journal of Economics and Business Studies, 10(1), pp.228-235.
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