Employee Engagement Strategies and Analysis for Marks & Spencer

This report provides an in-depth analysis of employee engagement within Marks & Spencer (M&S). It begins by defining the concept of employee engagement and identifying key drivers, such as autonomy, capacity, co-worker relationships, fairness, feedback, and professional development. The report then explores various tools used to measure engagement, including pulse surveys, 1-on-1 meetings, stay/exit interviews, and eNPS surveys. Furthermore, it delves into the employee value proposition, outlining how M&S can create value for its employees through adequate compensation, a fair evaluation system, benefits, career development opportunities, a positive work environment, and recognition. Finally, the report discusses strategies to enhance employee engagement, such as upholding core values, recognizing individual potential, seeking honest feedback, and revamping office spaces. The report emphasizes the importance of these elements in fostering employee satisfaction, productivity, and overall company success.

Managing people

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Concept and Drivers of employee engagement:..........................................................................3
Tools to measure engagement......................................................................................................4
Employees Value proposition and strategies ..............................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Employees engagement refers to the involvement to people of the company in various
business activities and tasks which helps the company to achieve its common desired goals and
which serves as the major function of human resource management. It lays down fundamental
concept of relationship between an organization and its employees. Marks & Spencer is a
multinational chain of retailers which is being based out of UK that provides wide variety of
products in clothing and various others. Present report will assess to various concepts, drivers of
employees engagement, tools to measure the same and employees value proposition and
strategies.
MAIN BODY
Concept and Drivers of employee engagement:
The concept of Employee engagement approach states right condition for the member of
the Marks and Spencer to give cent percent everyday in committed with the company and
motivate to work for company and achieve the company's target goal (Antony, 2018). It is based
on the trust, respect, communication between the employees and employer in the company
working for. It increases the productivity, performance of the employees and help to get success
in the market. It is the satisfaction level of the employee for the work and along with work other
cultural activities, games and event happened in the company. Drivers of employment
engagement are the method of the company that are used to for the further data and shows the
company weakness and strength and the area of the field need to be improved by the company.
This help the company to overcome the problems faced by employee and provide satisfaction to
increase their productivity and achieve the target goal of the company. This method are as
follows:
 Autonomy: It inspires the employees to do their work and make their own decision for
the work. It Means freedom to manage own work and time given by the company with
their expertise and skills to do the work without any interruption of any other employee
or company(Gupta, Sharma, 2016).
 Capacity: This is very important for the company to know the capacity of the employees
for the work by physically and mentally. Employee must be capable of doing work within
the time limit of work done for the company. This shows how employees feels
comfortable about the work and the energy to get the work done.

 Co worker relationship: Relationship between the employees of the work and co-
worker. When all team member have the respect for each other which result in positive
relationship and environment in the company leads to trust for each other. Employee
engagement will increase and maintain in the company which leads to achieve the target
goals of the company.
 Fairness: Employee engagements is not all about relationship but also about how fair
employee feels about the work, company, and treated compare to others within the
organization. Employees always compare themselves to others about the work and
getting attention by the company either by appraisal and rewards.
 Feedback: Company should take the feedback about the work and the required changes
that should be done by the company and to overcome that negative points. This help the
company to improve the management and working condition, also motivate and engage
them to stay with the company for a long time. Continuous feedback lead to better
engagement and relation between the employer and employee relationship(Burnett, Lisk,
2019).
 Professional development: This drives the employees to increase the career
opportunities and growth given by the mangers and the company to support the employee
and develop the skills. They provide the right resources that motivate the employees to
take the advantage to get the opportunities to developed themselves.
Tools to measure engagement.
The most conman tools to measure is survey in organization. Measuring tools help the
company to known about the employee feelings about the work and company. It gives the
employees more satisfaction, more productivity in the work help the company to achieve its
target. This tools which are used to measure the engagement are;
 Pulse survey: It shows the feeling of the employee for the work every day about the
professional and personal life that help the company to known about their employees and
feeling they are going with. This survey gives the employee satisfaction to engage with
the company and feels important in the company individually. Marks and Spence can
take this survey every day of their employees before starting their work which gives

consistent vibes in the office. Its just done with 5-10 questions about the feeling of
employee at work and what they want to change in the company.
 1-on -1 : It is done with the one on one interaction between employee and the employer
in the company either by formal or informal chat is a great way to know the employee
feelings and what are they going with(Wilkins, 2018). It main advantage is that it remains
private between the employee and employer, safe conversation between them and more
details survey on each issue and feeling of the employee can be known by the employer.
Employer duty is remove the obstacles of the employees and feels important in the
company about the valuable feedback that have been agreed by the company.
 Stay/Exist interview: This survey help the company to get the feedback and find out the
reasons of the employees that want to engage or leaves with the organization. Exist
interview is, most conman interview done the company for the employees valuable
feedback and finds the reason for leaving the company. But the unique survey is
interview for the existing employees that engaged with company for long period and
happy feeling staying with the same company. Whereas Exist interview help the
company to find out the reason for the leaving the organization and can improve the
engagement and working condition to achieve the target goal of the company.
 eNPS survey: net promoter score is simplest and effective way to engage with the people
and to measure the engagement with the employees (Schweikhart, 2019). This survey
shows the ratings given by the employees and the customers about the company on
various questions like:
1. One thing that make work place happy?
2. Will you recommand other to join the company?
3. Is it a good place to work?
4. How is management team and leader of the Marks and Spencer?
They company have to use this survey very frequently with the employees to get the feedback
about the company and can be improved by the company for the good environment at work and
gives the satisfaction to employees which help the company to achieve their target goal on time.
Employees Value proposition and strategies
Employees value proposition refers to the unique set of benefits that employees in the
company receives in return to capabilities, skills and experience which they bring in to the

company. It encompasses various reasons for which the employees are motivated and proud of
working in Marks and Spencer which could account to the culture which is highly distinctive and
a vision which is inspiring. This could be by various means where the company can account to
have value proposition which results in employees engagement such as:
Providing adequate compensation which is being fair and satisfactory for employees
which helps in fulfilment of their needs and wants and which in turn leads to deriving of there
higher productivity to achieve the desired goals of the company and should be in regards with the
job role they are being performing which does not lead to a thought in individual that is being
low with what work they are being doing and can be in terms and not low in terms of an average
pay in industry, which derives value for the employees at the workplace and helps in deriving
there focus, dedication and commitment towards what they do as compensation is the foundation
for any employee in the company to do or perform the job role (Al-dalahmeh, Khalaf,
Obeidat,2018). Employees value proposition accounts to fair evaluation system in the company
which is being related with the compensation and reward system as it helps in deriving
employees satisfaction which accounts to employees thinking that company is being taking
efforts which helps in contribution towards employees engagement as a result helps in building
out the relationship which is being fruitful in nature and which is being long-lasting which in
turn helps the company in a manner to retain talented, skilled employees who contribute and
foster the growth of the company.
The next thing which accounts to creating value proposition to employees is providing
with various benefits such as time off from the work which helps in providing with flexibility in
doing there tasks accordingly. It also accounts to providing holidays, various insurance and other
policies, celebrating festivals, accounting with there satisfaction with the system, various
retirement benefits, benefits not for individual but for family as well which can be terms of
providing education and various others which serves as the means for employees long term
association with the company and leads top fulfilment of their desired goals in life (Ahmed,
2019).
Employees value proposition also accounts in the company when employees are being
provided with the ability and chance to develop and progress in there career which account
to continuous learning and developing new skills which could be by the means of various
training and development programs as a result leads to employees satisfaction at the workplace

and leads to increased productivity to achieve the goals of the company. It could account to
various feedbacks which can lay down various areas of improvement which will guide in career
progress (Rodrigues da Costa, L. Maria Correia Loureiro, 2019).
This lies in working environment and culture which is being highly fun-loving and
supportive in nature whereby leaders and managers of the company serves as the support system
for employees where they identify needs and wants of the same which in turn helps in deriving
employees happiness at the workplace to achieve the targets.
It accounts with providing safe working environment which helps employees against all
hazardous situations and helps in protecting them from any accidents which leads to developing
an understanding on the part of employees that they are working under situations which are
being safe and protective (Koch, 2019).
It lies with various recognition, praise, appraisal, promotion and various others which
proves out the worth of employees and leads to deriving of employees value proposition
There are various strategies that accounts with raising engagement of employees at
workplace such as upholding the core values of the company which needs to clearly being
explained to employees from day one and which guides employees to achieve the same and
accounts to there engagement.
The company strategy needs to account with recognizing potential of individuals and
holding them responsible for various decision-making which guides there career path in
favourable manner and which accounts employees in providing various opportunities for growth.
The company needs adopt taking to various honest feedbacks which can be in relation
to various improvements which needs to be made in various areas to improve upon business
operation, process that accounts to have high level of involvement on the part of employees that
contributes in growth of the company (Naim, Lenka,2017).
The company needs to account to have revamping office space which is being related
with developing working space which is highly attractive and is being comfortable for
employees which gives rise to various ideas that are creative and innovative and helps employees
in there contribution to the company.
CONCLUSION
From the above report it is being understood that there are various things which accounts
to engagement of employees at the workplace which helps in deriving satisfaction of employees

and which accounts to increase in the productivity and efficiency of employees which as a result
helps the company to achieve the common desired goals. The report laid to the understanding of
various concepts and drivers of engagement of employees at the workplace, made to the
understanding of various tools to measure engagement, which lastly constructed an employees
value proposition from previously covered analysis and idea and laid strategies to raise
engagement of employees.

REFERENCES
Books and journals
Ahmed, U., and et.al., 2019. Abuse, emotions, and workload in the distribution business:
Implications for employees’ engagement. International Journal of Advanced and
Applied Sciences. 6(8).
Al-dalahmeh, M., Khalaf, R. and Obeidat, B., 2018. The effect of employee engagement on
organizational performance via the mediating role of job satisfaction: The case of IT
employees in Jordanian banking sector. Modern Applied Science. 12(6). pp.17-43.
Antony, M.R., 2018. Paradigm shift in employee engagement–A critical analysis on the drivers
of employee engagement. International Journal of Information, Business and
Management. 10(2). pp.32-46.
Burnett, J.R. and Lisk, T.C., 2019. The future of employee engagement: Real-time monitoring
and digital tools for engaging a workforce. International Studies of Management &
Organization. 49(1). pp.108-119.
Gupta, N. and Sharma, V., 2016. Exploring employee engagement—A way to better business
performance. Global Business Review. 17(3_suppl). pp.45S-63S.
Koch, C., and et.al., 2019. Employees’ perceived benefits from participating in CSR activities
and implications for increasing employees engagement in CSR. Corporate
Communications: An International Journal.
Naim, M.F. and Lenka, U., 2017. The impact of social media and collaboration on Gen Y
employees’ engagement. International Journal of development issues.
Rodrigues da Costa, L. and Maria Correia Loureiro, S., 2019. The importance of employees’
engagement on the organizational success. Journal of Promotion Management. 25(3).
pp.328-336.
Schweikhart, S., 2019. Civic Engagement. Community Engagement. Employee
Engagement. National Civic Review. 108(2). pp.50-54.
Wilkins, C.H., 2018. Effective engagement requires trust and being trustworthy. Medical
care. 56(10 Suppl 1). p.S6.
Online
How to properly measure employee engagement. 2017. [Online]. Available through:
<https://officevibe.com/blog/why-employee-engagement-is-hard-to-quantify>
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