Employee Engagement Analysis: Morrison's Drivers, Tools and Value

This report provides an analysis of employee engagement within Morrison, a British retailing company. It explores the meaning of employee engagement, key drivers such as resource availability, organizational culture, compensation, leadership style, and communication, and diagnostic tools like pulse surveys, one-on-one meetings, and stay/exit interviews used to measure engagement levels. Furthermore, the report discusses the employee value proposition, including elements like compensation, stability, and respect, and suggests strategies to enhance employee engagement within Morrison, such as conducting fun activities and soliciting regular employee feedback, ultimately aiming to improve productivity and profitability. Desklib offers a variety of similar solved assignments and resources for students.

Managing people

Table of Contents
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
Meaning of employee engagement and key drivers....................................................................3
Diagnostic tools to measure employee engagement...................................................................5
Employee value proposition including the strategies to raise the levels of engagement............6
Conclusion.......................................................................................................................................8
References........................................................................................................................................9

Introduction
It is essential for every business to manage their workforce effectively so that they will
perform those tasks and activities which are essential for their performance improvement.
Companies hire employees according to their skills and provide them task according to their
specialization so that they will perform it well (Saks, 2019). Secondly, companies also focus on
their available resources and make sure that their each employee will utilize their available
resources appropriately for organisational benefit. Morrison is a British retailing company which
was founded in the year 1899 by William Morrison. It is headquartered in Bradford and it
basically sell household products like grocery and eatable products like vegetables and many
others. The following report covers meaning if employee engagement and it's drivers, diagnostic
tool to measure employee engagement and the meaning of employee value proposition with few
of the strategies to raise employment engagement.
Main Body
Meaning of employee engagement and key drivers
Employee engagement is the concept of motivating employee to work effectively and
achieve organisational goal. This concept further explain that employees work together as a team
and help each other to achieve their common goal. The companies having high employment
engagement will achieve their goal effectively and they will able to maintain their organisational
culture. Employee engagement is also seen as the willingness of employees to work within a
company. In context of Morrison, their employees work effectively and have will power to
achieve their task as soon as possible and help other co-workers to complete their task. Hence,
this will help them to gain high productivity level for their company and high productivity will
directly contribute to high profitability (Albrecht, Breidahl and Marty, 2018). It is essential for
the companies to satisfy their employees well for gaining their high engagement level. Hence, in
context of Morrison, their employees are satisfied with the company because they assign them
task according to their specialization and help them to achieve their target. There are various
kinds of drivers of employee engagement and few of the drivers is explained below-
Appropriate availability of resources and tools- Companies having appropriate tools
and resources are able to improve their employee engagement. In context of Morrison, their
manager make sure that their organisation will have appropriate amount and value of resources

and organisational tools so that their employees will utilize them effectively and mitigate all risks
and perform their task effectively. For example, in case Morrison employees require new
machinery or tool for packaging of products then their managers will arrange new tool for their
employees comfort and help them to work with new tool after appropriate training. This will help
in improving their employee engagement toward work.
Organisational culture- It also plays an important role in enhancing employee
engagement for a company. In context of Morrison, they are good working environment where
their employees help each other for completing their assigned task and communicate well for
clearing their doubts and conflicts (Sendawula and et al., 2018). When the organisational culture
is well managed than there is less chances of conflict within the organisation. Hence, due to less
chances of organisational conflict employees will more engage in toward completing their
organisational task.
Perks, benefits and compensation- All these are the type of reward which is given to
good working employees within an organisation. In context of Morrison, their managers focus to
provide promotion and compensation benefits to those employees who are loyal toward their
company and perform good performance. This will help to motivate employees to perform better
and engage more toward their work. This will also help to gain those employees engagement
who are not performing well in the organisation by having interest to gain these benefits they
will also perform better in the organisation.
Leadership style- It is the way of treating employees within an organisation by a leader
and the ways they follow to manage and influence their employees to achieve organisational
goal. In context of Morrison, they are having democratic leadership style which means their
leaders are involving the participation of their workers in decision making process. Here, leaders
are also focusing to make those decisions which are beneficial for their organisation as well as
for their employees benefits (Men, O’Neil and Ewing, 2020). When employees are participating
in decision making process and organisation make decisions in favour of both organisation and
employees then employees will feel happy and they will believe that their organisation is having
huge value for them and for their work. Hence, they try to work hard and effectively to achieve
their organisational goal.
Communication and feedback- Communication is the process of sharing information
and thoughts from one person to another. Feedback is the process of gaining what employees are

experiencing from organisational side. Hence, it is essential for a company to enhance their
communication activities appropriately so that their employees will communicate with each
other and resolve their quarries. Taking employees feedback is also essential to analyse what all
factors are there is the organisation which help employees to gain high employee engagement
and what all factors are impacting bad upon employees to work effectively. In context of
Morrison, their employees are communicating well with each others and share their happiness
with each others. This will help them to analyse the appropriate direction for employees for their
work so that they will work effectively and enhance their willpower to develop their skills and
talents. On the other hand, Morrison also take feedback from their employees so that their issues
and obstacles will be resolved soon to gain organisational profit by enhancing employee
engagement.
Diagnostic tools to measure employee engagement
Employee engagement refers to the concept in which it describes the dedication and the
enthusiasm of the employees towards the work. When the employees will be engaged in their
work then this will mean that they care about the performance which they are providing to the
company and with how much dedication they are giving to their work (Shrotryia and Dhanda,
2019). The employers of Morrisons encourage the employee engagement in different ways and
in that it includes that effective communication is their between the employee so that they can
feel likely to be productive and committed towards the work. Employee engagement is
considered to be the most important indicator which helps in showing the employee satisfaction.
But still companies must make the diagnosis and must use different tools to make the
measurement of employee engagement within the organisation. Some of the diagnostic tools
which can be used in measuring the employee engagement has been discussed below-
 Pulse surveys- The pulse surveys are the regular and brief set of questions which are
asked to employees so that the feedback can be taken from them in a much shorter way.
The process is not considered to be the complex one like other surveys, this is a regular
kind of survey in which around 5-10 questions are asked from the employees about how
they feel and what changes they would like to make in the organisation. This method can
be used by the employers of Morrisons which will be helpful in identifying the issues if
any.

 One-on-one (1-On-1s)- The other way of making the measurement of employee
engagement within the organisation is by conducting one-on-one meetings with the
employees (Turner, 2019). This is done when the management makes the schedule of
long hour meetings in which they can conduct an informal communication with the
member of a team and can ask about the experience which they are getting and how they
are liking this job. Morrisons management can make the use of such type of tool which
will be helpful to them in collecting feedback.
 Stay/ Exit interviews- It is important for the organisation to ask about what employees
are feeling within the company as this helps in collecting the information. But asking
questions after the employee have departed from the organisation becomes very
important so that significant changes can be made easily. But at comparison with the exit
interviews, the stay interviews are considered to be more important which provides the
ideas as what makes them stay in the business. The exit interviews are considered to be
excellent but the main disadvantage of using the exit interviews is that the question which
will be asked from the employees will be late (Sivapragasam and Raya, 2018). So,
because of which the implementation of changes will take some time and this can impact
the working of other employees who are working there. Thus, the use of stay interviews
can be considered to be effective one.
Employee value proposition including the strategies to raise the levels of engagement
Employee value proposition is the set of belief of employees which they get in returns of
their hard work and task accomplished within an company and helping organisation to gain high
growth. Every employee aspect that they will get high returns in case they perform better for
organisation and due to this reason companies set various value proposition for employees which
help employees to feel that they are important assets of company and their company value their
efforts. Some of the employee value proposition elements are mentioned below-
Compensation- Here, managers make sure that their employees will get appropriate
salary according to their job role and task assigned. In context of Morrison, they have good
compensation benefits to their employees and they even pay for extra working hours to their
employees so that they will get returns on their extra working efforts. This will help Morrison to
satisfy their employees regarding their job roles and motivate them to work harder to help
organisation to grow well.

Stability- Every employee expect to have stability within the organisation and this can be
achieved by providing them proper training on regular basis and promoting employees for their
good performance (Albrecht and Marty, 2020). In context of Morrison, they provide training to
their employees when they are newly hired and help them to develop their career well by
providing benefits like increment, promotion and many others for their high performance which
will help them to remain the employee of organisation for longer period of time.
Respect- It is also essential for companies to respect their employees well so that they
will gain high value in their mind and attain that their hard work is valued by company. In
context of Morrison, their management team treat their employees well and communicate them
with politely and respectably so that their employees will feel that company value them and their
hard work for the company. This will further help them to enhance the motivation power of
employees and help them to achieve their goal effectively.
It is essential for Morrison to focus on employee engagement and make some strategies
to enhance employee engagement well in their organisation because enhancing employee
engagement will help them to enhance their productivity and profitability (Roberts and David,
2017). Hence, few of the strategies for enhancing employee engagement at Morrison are given
below-
 Morrison can conduct various fun activities every week at their organisation to reduce
organisational stress environment for work and help employees to feel happy and joyful
so that they will refresh their minds. This will also help them to feel important part of
organisation and hence when their stress and burden of work get reduced then they will
work with full efforts and their working engagement for their company will be enhanced.
 Morrison can also ask for regular feedback of employees so that they will analyse what
their employees are perceiving from their organisation. It is also helpful if Morrison will
have feedback box in their company for their introvert employees (Ugargol and Patrick,
2018). While asking for employees feedback they can ask their introvert employees who
did not like to disclose their names while presenting any feedback that they can write a
letter without mentioning their name and put it in the feedback box of the company. This
will help to make actions for those issues also which are faced by their introvert
employees. This will help to enhance employees engagement at office.

 Morrison can also enhance their employee engagement by providing effective training to
their employees. Training should not given to only new employees but existing
employees can also gain the benefit of training and enhance their skills and talents well
for their organisational benefit. Coaching should also be given to employees to help them
that which kind of behaviour and mind set will help them to achieve the target of their
task and further help the company to gain their objective.
 Checking availability of resources on regular basis will also help Morrison to enhance
their engagement of employees well (Park and et. al., 2021). It is essential for their
managers to communicate with their employees and analyse which resources their
employees need to complete their task well and in case their organisation is not having
that resource that the company is required to arrange that resources as soon as possible
and help the employee to mitigate their obstacles and focus on their work.
Conclusion
From the above information it is concluded that companies are working hard to gain
employee engagement so that their employees will perform good in the company and help them
to enhance their productivity and profitability. There are various key drivers for enhancing
employee engagement like organisational culture, leadership style, compensation, availability of
resources and tools and many others. It is also concluded that there are various measurement tool
for analysing the level of employee engagement within an organisation such as pulse survey,
stay/exit interview and many others.

References
Books and journals
Albrecht, S., Breidahl, E. and Marty, A., 2018. Organizational resources, organizational
engagement climate, and employee engagement. Career Development International.
Albrecht, S.L. and Marty, A., 2020. Personality, self-efficacy and job resources and their
associations with employee engagement, affective commitment and turnover
intentions. The International Journal of Human Resource Management, 31(5), pp.657-
681.
Men, L.R., O’Neil, J. and Ewing, M., 2020. Examining the effects of internal social media usage
on employee engagement. Public Relations Review, 46(2), p.101880.
Park, J. and et. al., 2021. Structural relationships among transformational leadership, affective
organizational commitment, and job performance: the mediating role of employee
engagement. European Journal of Training and Development.
Roberts, J.A. and David, M.E., 2017. Put down your phone and listen to me: How boss phubbing
undermines the psychological conditions necessary for employee
engagement. Computers in Human Behavior, 75, pp.206-217.
Saks, A.M., 2019. Antecedents and consequences of employee engagement revisited. Journal of
Organizational Effectiveness: People and Performance.
Sendawula, K. and et al., 2018. Training, employee engagement and employee performance:
Evidence from Uganda’s health sector. Cogent Business & Management, 5(1),
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Shrotryia, V.K. and Dhanda, U., 2019. Content validity of assessment instrument for employee
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Sivapragasam, P. and Raya, R.P., 2018. HRM and employee engagement link: Mediating role of
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Turner, P., 2019. Employee engagement in contemporary organizations: Maintaining high
productivity and sustained competitiveness. Springer Nature.
Ugargol, J.D. and Patrick, H.A., 2018. The relationship of workplace flexibility to employee
engagement among information technology employees in India. South Asian Journal of
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Wieneke, K.C. And et. al., 2019. Well-being champion impact on employee engagement, staff
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