A Detailed Report on Employee Engagement Strategies at Tesco

This report provides an in-depth analysis of employee engagement strategies implemented by Tesco, a leading multinational retailer. It explores Tesco's approach to Human Resource Management (HRM), focusing on how the company fosters employee engagement to maximize performance and achieve its strategic goals. The report delves into specific strategies such as the 'listen and fix' exercise, annual staff surveys ('viewpoint'), and the use of digital technology for two-way communication. It also examines the legal regulations governing employee rights and responsibilities, the aims of employee engagement, and the associated costs and benefits. Furthermore, the report highlights Tesco's emphasis on recognizing employee achievements, fostering a positive workplace culture, and aligning employee goals with organizational objectives. The conclusion summarizes the key findings, emphasizing the importance of employee engagement for enhancing productivity, employee retention, and overall business success. The report also references relevant academic sources and industry publications to support its analysis and conclusions.

INTRODUCTION TO
HUMAN RESOURCE

Table of Contents
INTRODUCTION...........................................................................................................................3
Employee Engagement at Tesco.................................................................................................3
Legal Regulations of Employee engagement .............................................................................4
Aim of Employee Engagement ..................................................................................................5
Cost and benefits of Tesco..........................................................................................................6
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human Resource Management is an operation in companies designed to maximize employee
performance in order to meet the employer's strategic goals and objectives. More precisely,
HRM focuses on management of people within companies, emphasizing on policies and systems.
Employee engagement is a property of the relationship between an organization and
its employees. Tesco is a British multinational groceries and general merchandise retailer with
headquarters in Welwyn Garden City, Hertfordshire, England, United Kingdom. It is the third-
largest retailer in the world measured by gross revenues and ninth-largest retailer in the world
measured by revenues. If the company engages with their employees then they will fully
absorbed by and enthusiastic about their work and so takes positive action to further the
organization's reputation and interests. This report highlights the questions such as employee
engagement of the company, aim of employee engagement, legal regulations of employee
engagement and cost and benefits that the company gets from these approaches.
Employee Engagement at Tesco
Tesco is a private sector who has the largest workforce of 2,95,000. Workers of the
company get their job according to the needs and expectations of their career. Tesco has
undertaken a listen and fix exercise to engage with their employees. The company also runs a
staff survey annually which they call the viewpoint. The company is using digital technology so
that they can optimize the process of listen and fix which will help to aim at the process of two
way communication. The company invites their employees with the help of e mail or text,
intranet, voicemail, blogs and communications (Wilton, 2016.)which are related to in store.
Tesco took a help from another company which gave the confidence that they will at least get
response of 3 per cent but the company gained 7 per cent of the staff which was more than
40,000 people. The only thing that the company asked for was the number of the store and the
name of the head who was the division director of the store but the company got many
anonymous responses. After the categorization it was known to them that all of the feedback was
collated. Then Tesco assigned a team for analysing the actions and key issues whether they are
local or central. One thing that helped the company was that each manager or director of the
stores received the feedback which was relevant to them so it helped them to handle the matter
locally. This method has helped the company to save many issues which was raised in this
manner. The company is already working on optimizing the strategy of two way communication

and by approaching these method it will help them to engage more with their team. (Kamoche,
2019)
Apart from supporting their employees the company also value their value
employees. They believe that the reason of their success is because of their hard work too.
Highlighting their achievements and accomplishments creates a major impact in the minds of the
employees as they also starts to respect the authority of the company and put on more efforts.
This approach is taken seriously by Tesco as they know that many of them feel unrecognised
even because of the hard work they have attempted. This tends to demotivate them and affect
their performance. It is a low cost strategy and can be implemented by many companies. The
company has set their culture as (Noe and et.al., 2017) anyone such as colleagues or manager can
give a positive feedback it is not just required by the leader of the company. Appreciation works
from all of the people working in the organization even if he or she is new trainee or junior.
Tesco is fair and realistic with their employees. Tesco needs to set up a way or map to reach
success. This is important aspect for the young generation as they change jobs more faster than
the previous generation. If company engages in a discussion with employees and ask them about
their future plans regarding career then they can obtain the idea of development and change the
skills. This will improve the rate of engaging with employees as well as the rate of their
retention. If the rate of retention increases employees will feel that the company is valuing their
work and their importance is counted in the achievement of the organizational goals. To increase
the engagement company needs to ensure a two way communication in the organization they
must know that what the company is expecting from them and their issues or grievance must go
to the higher authority of the company then only company can increase the level of retention and
if they are kept in dark and they don't get the outcomes which are made by them it will decrease
the level of retention. (Mayo, 2016)
Legal Regulations of Employee engagement
The law which is imposed for the protection of employees varies for workers,
employees or self employed people. The law provides them with most of the rights which are
extensive. Usually the employer has the power which sometimes create the mutuality of the
obligation. Workers in the company are not protected against the dismissal on unfair basis and
they are also not allowed to get redundancy payments. Employees of the company has some
legal rights which includes the right to receive a week before notice on an yearly basis.

According to the law company has set up a the minimum wage for 7.83 Euros per hour and a
maximum of 48 hours in a week to work. The wage rate is increased by the company on an
yearly basis in April. There are various terms that are mentioned in the contract by the company.
Trust is needed to be maintained mutually. Both are bound to follow the rules and if they don't
then it will break the relationship of trust between the employer and employee that is Tesco and
their employees. (Junni, P., and et.al., 2015.)
Aim of Employee Engagement
The main aim of this aspect is to find out the factors with the help of conducting a survey
what drives employees to give their best efforts and work up to their potential. This can only
happen if the coordination is maintained between top level management and the employees. The
aim of this aspect helps the company to align their employees with the goals and values of the
organization. Clear aim helps the company to have a clear perspective so that company can
achieve it. This helps them to form a team and work together and work by putting more efforts
so that the company can achieve their goals. This will help employees to work in a more
productive way so that they can easily understand the goals and participate in their area of
expertise as their contribution will help the business to give more outcomes which is beneficial
for the company. Employees tend to loose their interest with time because of the culture some of
them have low level of motivation which results in loosing their passion of working efficiently
that is why (Hughes and Weisbrod, 2016.)Tesco tries to keep an eye on everyone of them and
engages with them in a timely manner. Tesco is trying to improving the communications in the
environment so that the employees can have more respect for the company. Company also
conducts a survey so that they can obtain the picture and figure out what is expected from them.
For instance if some of the employees are not satisfied with the work culture and their grievance
is not reaching to the top level of management of the company then they need to make the
platform of their structure which leads their problem to the higher authorities of the company. If
the company engages with them properly then it will keep the employees motivated and improve
the productivity of them. Company must understand the mindset, perception and attitudes of the
employees towards work. This will help them to figure out the need of flexibility in the
company as if they have flexible work hours it will help them to balance their work. Keeping the
employees of the company motivated is the most important aspect of engaging with employees.
Motivated employees will help the company to get more positive outcomes and keep the work

environment better. If they don't keep their employees motivated then the employees will just
come to cut the time at office and not put any more efforts into this. In order to engage with
employees Tesco needs to work on the map to their goals as if they don't know their objectives
and keep on focusing on the aspects of engaging with employees so that they don't loose the
productivity. (Horwitz and Budhwar, 2015.)
Cost and benefits of Tesco
These aspects will help the company to save their cost and give them the benefits of increased
productivity because engaging with employees will keep them motivated as the company will
highlight their achievements and accomplishments which will want to make them work with
more efforts and get more recognition. If the company workforce of the company works
efficiently then it will save the resources of the company and save the cost which they can either
pass on to their customers or increase their margin of profit. (Banfield, Kay and Royles, 2018. )
CONCLUSION
From the above studies it has been concluded that Tesco engages with their employees in order
to increase their productivity and take decisions for future. Both employer and employees of the
company follow all the legal rules which is necessary to maintain the trust and confidence
between them and a contract is provided by the employer so that they can both safeguard their
interests. The aim of the employee engagement is to make things clear and improve the
communication so that the message from employee and the message from employer reaches to
them properly in the organization. They will also get the benefit of reducing the cost as engaging
with employees will lead to work efficiently and that will save the resources of the company so
they can increase the profit or either pass the cost to consumers which will benefit them to
increase their revenue.

REFERENCES
Books and Journal
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Horwitz, F. and Budhwar, P., 2015. Human resources management in emerging markets: An
introduction. Handbook of human resource management in emerging markets, pp.1-18.
Hughes, H. and Weisbrod, B. eds., 2016. Human Resources. Employment and Development.
Springer.
Junni, P., and et.al., 2015. Guest editors’ introduction: The role of human resources and
organizational factors in ambidexterity. Human Resource Management. 54(S1). pp.s1-s28.
Kamoche, K.N., 2019. Sociological paradigms and human resources: An African context.
Routledge.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Noe, R.A., and et.al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Wilton, N., 2016. An introduction to human resource management. Sage.