Employee Engagement Strategies: A Case Study of TESCO Practices

This report provides an in-depth analysis of employee engagement concepts and strategies, focusing on the practices of TESCO, a UK-based retail organization. It explores various drivers of employee engagement, including employee well-being, learning and development opportunities, reco...Read More

Managing Employees

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY...................................................................................................................................1
Concepts and Drivers of Employee Engagement...................................................................1
Evaluation of Diagnostic tools to Measure Employee Engagement......................................3
Employee Value Proposition to Analyse Employee Engagement and Strategies to Raise
Levels of Engagement............................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES ...............................................................................................................................8

INTRODUCTION
Employee engagement is a workplace phenomenon that leads to creation of fruitful
conditions for members to commit them for success of organisation. Employees who are engaged
and committed to their works in companies or organisations provide vital competitive advantages
like, improving employees satisfaction, productivity and profits. It is important for the companies
to foster engagement and commitment among their workforces. This report addressees various
concept and drivers of employee engagement that helps an organisation to build better relations
with their employees and improve their motivation. For this purpose Employee engagement
practices of TESCO, an UK based retail organisation established in the year 1919. Further, this
report explains about the tools to measure and evaluate the employee engagement practices.
Moreover, report provides insight on Employee Value Preposition on the concepts and strategies
used by company for employee engagement. At the end, strategies to raise levels of engagement
are elaborated.
MAIN BODY
Concepts and Drivers of Employee Engagement
Employee Engagement can be defined as a method, which helps employees to identify
their responsibilities, activities, tasks of an organisation. It also helps to identify the core of
organisation including leadership practices, polices and appraisal systems, communication and
culture of the company. In regards to employee engagement, Tesco commonly explains it as
commitment and passion of employees towards their works, responsibilities and duties at a
workplace. Employee engagement depends very much on the policies and procedures of the
organisation such as their remuneration, recognition, orientation, growth opportunities, perks and
rewards for efforts of employees and many other factors. There are certain employee engagement
concepts, strategies and drivers that are used by TESCO to motivate and retain their employees.
Employee engagement managers has identified combination of concepts and principles that will
help to motivate and improve employee performance.
Concepts and Drivers of Employee Engagement
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Employee engagement is the measurement to an employees' motivation and experience
gained from its workplace. Employee engagement highly depends on type of job, designation or
authority, required skills demanded for a particular job, etc. Employee engagement is influenced
by various external and internal forces in TESCO which are as follows: Well-being of Employees: The pandemic has brought immense challenges in the lives of
people. Post COVID scenario about employee engagement has changed a lot and
management of TESCO thought of well being of employees while initiating employee
engagement. This brings in the sense of belongingness and enhance employees
performance (Suresh, 2020). Learning and Development Opportunities: Learning and Development is required in an
organisation to stimulate and engage workplace environment for enhancing employee
engagement. By investing in the long term success and growth of the employees,
employer could thrive to enhance overall performance and improvement of operations in
TESCO. Recognition: Employees who work by devoting high efforts in the workplace are usually
enthusiastic about the outcomes of their work. Recognition means how the superiors
praise or appreciate employees work and their efforts. If the employees are enthusiastic
about the results of their hard work they bring significant additions to their output and
efforts. Enhancing Motivation: The employees who get appreciation or reprisal for doing their
performance are intended to put efforts more deliberately. Organisational motivation
generally comes from psychological appreciations such as job recognition, promotion,
positive performance appraisal, etc.(Fridawati and Nugrohoseno, 2021).
 Relationship and Team Building: It refers to growing reliable and improved strategy for
retaining employees through building positive relationship and team building. This
strategy for enhancing employee engagement involves building opportunities. TESCO
does this for leadership propositions of employees who deserve and entrenched talent that
exceeds positively the organisational expectations.
Strategies and Concepts of Employee Engagement
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There are various strategies that are used by TESCO for retaining talented skills in an
organisation, which provides optimum results in its business activities. An assessment of
multiple organisations across many different industries signifies that most enhanced employee
engagement efforts require certain strategies. These concepts and strategies are used by a
manager to influence and improve employee engagement at a workplace. Clear Job Roles, Responsibilities and Work Relations: The Employee engagement could
be enhanced by assigning clear Job roles, responsibilities and work relationships for
employees in various functions(rawati, 2021). The clarity of employees work and action
comes through their roles and responsibilities that are assigned by their superiors in
TESCO. Growth Opportunities: Providing growth opportunities to employees so they do not get
influenced by the advantages or opportunities generated by competition or other option.
TESCO provides many growth opportunities such as promotion, job advancements,
authority enhancement etc. so the employees can work better.
 Maintain Societal Image and Goodwill: Family and social obligations plays crucial role
to uphold and maintain core values of the organisation towards them. TESCO maintains
its goodwill because, it helps to attract potential employees by creating positive image
and goodwill regarding the work in an organisation.
Evaluation of Diagnostic tools to Measure Employee Engagement
Studies by University of Cambridge, has proved that employee engagement helps to
satisfy workforce by understanding the requirements of the employees and aligning them with
the organisational goals. TESCO, in order to retain loyal, skilful and talented workforce, for
longer duration use various terminologies and measures for employee engagement. This will
facilitate and excavate the needs or places of improvement.
Tools and Terminologies to Measure Employee Engagement Determine Engagement Outcomes: It refers to the questionnaire that presents answers of
the behaviour or feelings of employees who are engaged(KUSUMAWATIN and
HUSNA, 2021). It helps TESCO to understand what impacts the engagement, so they can
put right problems in right place to improve.
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 Determining What's Important for the Employees: It can be said as the rating that is
taken with the help of engagement surveys that includes criteria like teamwork, branding
leadership, career development, pays, values and recognition. Perform Driver's analysis: Through drivers analysis, the impacts of various drivers could
be determined on an organisation. Through drivers analysis, those drivers can be
identified that are more preferred and favourable to the employees. It is important to
understand top drivers of employee engagement and those require improvements.
 Develop Continuous communication and Feedback: Here communication means
interacting with the employees to survey their strategy regarding engagement. Timely
surveys to engagement by TESCO helps to understand the requirement of employees that
changes over time. This helps to gather feedback of the employees about what they think
about employee engagement programs and where are the chances for improvement.
Importance of Measuring Employee Engagement
An enhanced employee is entirely involved and completely indulged individual, working
tirelessly to provide optimum results(Men, O’Neil and Ewing, 2020). There are various benefits
and importance for employment engagement in an organisation. Importance of employee
engagement for Tesco are as follows:
Benefits For Employees Rising Employee Satisfaction: Through continuous observations TESCO has found, that
if employees are completely engaged with workplace their job satisfaction level rises.
With high level of employee satisfaction, their commitment and loyalty towards work
boosts and improves business activities. Satisfied employees work with excitement,
whose part is maximum in terms of promoting the mission, vision, aim, strategy and
brand of an organisation. Improves Productivity: Employee engagements helps to garner strong employee base for
attaining business success. As more and more an employee becomes engaged, their
absenteeism decreases leading to higher outcomes(Suntrayuth, 2020). TESCO with
completely engaged employees are more capable and prone to generate high productivity
and outcomes.
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 Retention and Recruitment of new employees: Employee engagement is very-very
important to retain employees of TESCO which is key to their growth and success.
Employees who are completely engaged in the activities of business minimises their risk
of turning over or changes of getting out of the organisation. The employees who are
more engaged in their workplace their loyalty and trust increases and chances of their
turnover decreases.
Benefits For Organisation To Identify Strengths and Weaknesses: By Regularly measuring and examining the
employee engagement TESCO is able to tackle obstacles that may turn out to be
hindrances for future growth. This helps to discover what's going well and what areas
need development by linking strong team efforts to make everyone strong. Build Trust: If company continuously be in connection to the employees and keeps
regular feedback of their employees they would be able to create best experience(Skoti,
2020). TESCO could provoke creation of trust among the managers and the staff
members. Help Everyone Understand Work Culture: Once the management of TESCo has
accessed, analysed and reported with leaders, co-workers and front-line employees the
data obtained. They could focus on helping everyone to understand and determine the job
and work that is expected to be performed in an organisation.
 To Understand Trends: The employee engagement is helpful to understand the
requirements and trends of employees in an organisation. It helps TESCO to understand
what's happening at the workplace and what competitive advantages can be provided to
the employees to as compared to other employers.
Employee Value Proposition to Analyse Employee Engagement and Strategies to Raise Levels
of Engagement
Employee Value Proposition (EVP) is a similar concept to employee inducing, it is
among the ways by which companies attracts suitable candidates for desired job role. It can be
termed as the way by which a company retain competitive advantage by communicating their
vision, missions and goals by their positive activities (de Azevedo, Schlosser and McPhee,
2020). If EVP works effectively an organisation could generate more happy, committed and
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dedicated workforce with incurring minimum costs on them. It improves the goodwill of
company in the eyes of its customers, stakeholders and employees.
EVP is weaved through many factors like focusing groups, surveys, interviews and more
to attract employees and place them in the organisation. It is done by managers, by entailing the
values, missions and vision of the TESCO in the mind of consumers that improves the image of
company among new searchers. Approximately every organisation invests huge amounts on on-
boarding, recruiting and staffing new talents and skills for the organisation. But, certain methods
of employer branding helps to highlight TESCO as a recruiter with high opportunities.
Strategies to Raise Employee Value Proposition for Better Engagement Compensation and Benefit Packages: This includes employees' satisfaction with their
pays and in addition bonuses,performance appraisal, evaluation, promotions and fair
performance based perks and benefits. Candidate across TESCO first look at their
salaries, compensation and benefits for joining at a job. It also includes ability to maintain
work life balance, flexible or fixed working hours, etc. through recruitment processes. Career Development within the Industry: Career development and growth is essential to
an employer's EVP. Job seekers look forward and seek best opportunities of growth that
they could derive or could not derive from an organisation. According to Mc-Crinkle
study, the career progression and development highly influences EVP. To dealer this
trend from influencing and hindering the workplace at TESCO, managers tailor their
communication and feedback strategy for clear information and employee testimonials. Company Culture and Environment: The employees as soon as attends an interview,
wants to know about their life at work(Stresow, 2020). They want to feel the culture,
values and work environment and what would their work cost on the society or gives
back to the society. Work-Life Balance: This about the benefits such as paid timely off and holidays, flexible
time operations and retirement plans. The management of TESCO values most in the
balance of their employees work and life which means employees get sufficient time with
their loved ones after completing their job.
 Retain Quality Hires: TESCO retains their most loyal, hard-working and beneficial
employees who could add counts to the company's profits and add on to the incomes. It
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can be done by creating first impression on interview, mentoring, set schedules, etc.
(Abdul Rahman, 2020).
CONCLUSION
In relation to the report it had been obtained that a management can deploy management
enhancement strategies in order to enhance employees experience and working. Thus, on the
basis of this report it can be concluded that there are various strategies and tools that are useful
for enhancing employee engagement. Employee engagement is important for an organisation to
retain and incur new employee towards vacant job positions in the company. It has been obtained
that there are various concepts that drives employees motivation and ability to work in
organisation. Further, explanation and assessment of employee engagement and its importance
had been understood. Employee value proposition and ways to raise levels of employee
engagement by EVP is mentioned.
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REFERENCES
Books and Journals
Abdul Rahman, B.H., 2020. The Impact of Psycho Social Factors and Employee Engagement on
Human Resources Information System Practice. INTERNATIONAL JOURNAL OF
CURRENT ENGINEERING AND SCIENTIFIC RESEARCH (IJCESR).
de Azevedo, M.C., Schlosser, F. and McPhee, D., 2020. Building organizational innovation
through HRM, employee voice and engagement. Personnel Review.
Fridawati, Y.D. and Nugrohoseno, D., 2021. Pengaruh Employee Engagement terhadap
Organizational Trust melalui Psychological Well-Being dan Transformational
Leadership. Jurnal Ilmu Manajemen, 9(3).
Irawati, T., 2021. HUBUNGAN EMPLOYEE ENGAGEMENT DAN KOMPENSASI DENGAN
KINERJA GURU DI LEMBAGA PENDIDIKAN AN NAMIROH PEKANBARU (Doctoral
dissertation, Universitas Islam Neger Sultan Syarif Kasim Riau).
KUSUMAWATIN, U. and HUSNA, F.H., 2021. PENGARUH LINGKUNGAN KERJA
TERHADAP EMPLOYEE ENGAGEMENT PADA PERUSAHAAN MANUFAKTUR.
Men, L.R., O’Neil, J. and Ewing, M., 2020. From the Employee Perspective: Organizations’
Administration of Internal Social Media and the Relationship between Social Media
Engagement and Relationship Cultivation. International Journal of Business
Communication, p.2329488420949968.
Skoti, B., 2020. Psychological capital as a moderator of the relationship between intrinsic
motivation and employee engagement at public hospital in the Eastern Cape, a South
Africa.
Stresow, E., 2020. Servant Leadership, Leader-Member Exchange (LMX), and Individual Well-
Being as Pathways to Employee Engagement, Team Commitment, and Team
Performance in the Modern Workplace (Doctoral dissertation, Trident University
International).
Suntrayuth, S., 2020. The Impact of Human Resource Management Practices on Employee
Engagement and Moderating Role of Gender and Marital Status: an Evidence from the
Vietnamese Banking Industry. Научные труды Северо-Западного института
управления РАНХиГС, 11(4), pp.304-337.
Suresh, A., 2020. Impact of Micromanagement on Millennial Employee Engagement Among
Teleworkers. A Quantitative Study (Doctoral dissertation, Northcentral University).
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