Employee Engagement: Diagnostic Tools, EVP & Raising Engagement

This report provides a comprehensive analysis of employee engagement, exploring its core concepts, key drivers, and the significance of fostering a positive work environment. It evaluates various diagnostic tools for measuring employee engagement, including flexible working arrangements, remote work options, and ensuring workplace safety during the COVID-19 pandemic. Furthermore, the report examines the employee value proposition (EVP) and outlines strategies to elevate engagement levels, such as financial rewards, enhanced employment benefits, cultivating a supportive company culture, and ensuring a safe work environment. The ultimate aim is to provide insights into creating a highly engaged workforce that contributes effectively to the organization's success and growth.

Report- Organization
measures
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Table of contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Concept and drivers of employee engagement............................................................................3
Evaluating diagnostic tools to measure engagement...................................................................4
Employee value proposition including strategies to raise levels of engagement........................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9
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INTRODUCTION
Employee engagement is process which enables and engages employees in knowing the
basis through which organization is able to retain employees (Shuck and et.al., 2017).
The report will analyze the concept and drivers of employee engagement to be known and
explained effectively and efficiently at large scale. Along with this, diagnostic tools to measure
employee engagement will be explained which ensured all the perspectives of how employees
are engaged in contributing effectively towards the success and growth of the organization.
Further, employee value proposition will help in analyzing the strategies which are being known
at large scale so that the level of engagement is raised at large scale in effective and efficient
manner.
MAIN BODY
Concept and drivers of employee engagement
Employee engagement is the human resource concept which describes the level of
enthusiasm and ability through which the employees are interested in working towards their jobs
and initiating concern through which all aspects are being identified which helps in evaluating
performance of employees within organization. Employee engagement is the concept which
focuses on how the employees are taking concern of the work and towards their job roles so that
they effectively and in significant manner help in delivering effective performance at large scale.
Employee engagement is very necessary for organization so that the employers are able to
analyze and evaluate the performance of employees by contributing effectively towards the
growth and development of organization (Khodakarami and et.al., 2020). Engaged employees
are concerned about the work which they have been delivering and this helps the organization in
knowing that they are focused on creating and framing their image of contributing to
organization at large scale.
There are various drivers of employee engagement which are described as –
Work Environment – It is very important that positive work environment is being provided to
the employees so that they are able to deliver their best performance and are encouraged to
perform better which helps in contributing effectively to the success and progress of the
organization. During the current pandemic situation, the organization should provide the safety
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and security to employees so that they are engaged in contributing more to the organization. This
should be kept in mind by the employers.
Benefits, Compensations and Perks – Employee engagement for the organization is the major
aspect which helps the company in making and framing the scale through which employees
should be provided perks, benefits and compensations etc. This helps in enabling the employees
to work productively towards goals and objectives to be achieved within organization. The perks
and benefits when provided to employees during the pandemic times will help them deliver best
performances and will encourage them to do better by achieving goals and target effectively and
efficiently (Antony, 2018).
Employee Relationships – Employee relationship aspect is major aspect which helps in driving
and engaging employee relationships at positive level. This will also help the individuals in
maintaining relationships so that they are able to contribute effectively and significantly towards
achieving goals and objectives successfully at large scale. Employee relationships will help in
driving employee engagement process as it will exceed the relationship status when they will be
determining how effectively the employees are contributing to the organization.
Effective Resources and Tools – The resources and tools which are being provided to the
employees during the current pandemic times will help the employees in delivering best
performances as the resources and tools are made available to them during such pandemic times
and of situation of Covid (Shaik and et.al., 2019). The resources such as masks, hand sanitizers
and clean and safe environment will help in engaging the employees to work productively and
attain the goals and objectives which are framed for the organization effectively.
Engagement Surveys – Engagement surveys are done so that the employees are inclined towards
how effectively and in proper manner they are contributing to the organization. The company is
facing the major changes and modifications which are being analyzed due to the current situation
which is of pandemic and this helps in conducting the survey as what are the employee
engagement criteria and how many of the employees are engaged in processing towards the
success of organization during such times which has come.
Evaluating diagnostic tools to measure engagement
Diagnostic tools to measure employee engagement are described as –
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Flexible Working Time – This is the main diagnostic tool for employees to be provided so that
they employees are engaged in working flexibly as per their comfort time and this helps in
creating value through which working time of employees is made available to them which helps
in engaging them to know their capacities and abilities of how they are contributing to their work
successfully at large scale and this also helps in ensuring the measuring the measure through
which employee engagement aspects are also increased (Burnett and et.al., 2019). The main aim
of company is to raise flexible working hours so that employees are working effectively and are
delivering productive scales of employee engagement.
Working from Home – Working from home is the best diagnostic tool which helps in knowing
the employee engagement and how effectively and how willingly and in positive manner they are
working to complete their job role at large scale. This helps in analyzing the scale of engagement
of employees as how effectively they are contributing to work in the current pandemic times.
This helps the employees by evaluating and engaging them to know the basis through which
Work from home has made their work more flexible and has helped them in saving their time so
that they are able to work more freely during such pandemic conditions in effective and positive
manner.
Making the Place Covid – 19 Safe – This is the best diagnostic tool which has been analysed
and evaluated which has helped in knowing the basis through which the organization is taking
concern by following the Covid – 19 protocols and this helps in channelizing the ways through
which employees are concerned with delivering their best by following the protocols as
organization is made safe for them so that they can focus on their work and deliver their best
performance at large scale (Morgan, 2017). By making organization Covid – 19 safe the
employees will be able to deliver their best and this will help in delivering the best of their
performance within their job roles.
Job Design/Restructuring Roles – Job design and restructuring of roles of employees will help
in employee engagement and this helps in evaluating basis through which the modifications and
changes have been made which helps in delivering scale through which all aspects are being
considered at large scale. This helps in evaluating perspectives which helps in designing the jobs
of employees by helping and enabling them to know that the organization is channelizing the
best ways through which the employee engagement process is not impacted by Covid – 19. The
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restructuring of roles of employees helps them to evaluate and identify the basis through which
essential measures are being analyzed and evaluated at large scale.
Taking Advantage of Employee Lifecycle – Employee lifecycle is being evaluated for knowing
the basis through which the employees’ lifecycle is being viewed and this helps in creating the
value through which the advantages are being gained and this engages the employees in working
towards their goals which are attained at large scale and this helps in creating the aspects through
which positive ways are introduced through which the employees are benefitted and have created
ways through which essential terms along with following of rules and regulations are being
analyzed (Shrotryia and et.al., 2019). The employee lifecycle is being viewed during the Covid
or pandemic times. Employee lifecycle helps the employees in gaining advantages form the
organization.
Employee value proposition including strategies to raise levels of engagement
The employee value proposition is the concept to employer or organization branding in
which the companies engages in attracting the skills and capabilities of employees for effectively
contributing to the organization and engaging into producing and evaluating the perspectives of
how the employers are marketing their company to attract talents so that best employees are
retained and the organization is able to engage into producing the work culture which helps in
producing the variety through which all perspectives are analyzed and identified (Antony, 2018).
There are various strategies which are identified which helps in evaluating the employee value
proposition to raise the level of engagement and in this manner all measures are noted.
Strategies to raise level of engagement are described as -
Financial Rewards - There are some financial rewards which are being evaluated and this helps
in knowing the financial rewards which can be provided to the employees and this helps in
knowing the aspects through which all measures of how the financial scales are evaluated are
discussed. By providing financial rewards the employee engagement is known and this engages
the employees in performing productively as they are encouraged and motivated to perform
better (Payne and et.al., 2017).
Employment Benefits - Employment benefits when provided to the employees will engage them
in knowing and raising the level of performance so that they are able to create value for their
work and engage in working productively by delivering their best performance within
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organization. By adding employment benefits the organization is able to ensure the various
aspects of growth and development within company.
Work Environment – Work environment is the best strategy which helps in providing the scale
of environment to the employees so that they are able to identify that they are provided with
positive work environment and this helps in ensuring that the employees are satisfied with the
safe and secure environment during the Covid – 19 or pandemic situation (Arasanmi and et.al.,
2019).
Company Culture – Company culture is also one of the strategy which helps in identifying the
scale of how the employees are involved in ensuring the organization culture is positively
contributing to their growth and development. The company culture also influences the growth
and development scale through which company is taking measures for the Covid – 19 protocol.
The main aim is being discussed which helps in evaluating the perspectives through which all the
rules and regulations are being followed at large scale (MADAN, 2017).
Thus, these are the important strategies which helps in defining the scale through which
all measures are taken into accordance which helps in engaging the employees to perform their
best at large scale and this helps in measuring the aspects of growth and development by
following all protocols of Covid 19 or pandemic (Rindova and et.al., 2018). The main aim of the
employee value proposition method is that it helps in ensuring the basis through which effective
strategies are framed as discussed above in interpreting the information regarding the employees
by denoting the measures of how employees are engaged in providing the best performance at
large scale. The main aim of the employee engagement is done which helps in analyzing the
yearly performance of employees and denotes the aspects of growth and development. With the
help of this, all perspectives are being analyzed which helps in conducting the measures of how
employees are focused on working effectively and producing effective results.
CONCLUSION
Thus, it is concluded from the above report that concept and drivers of employee
engagement were known and explained effectively and efficiently at large scale. Along with this,
diagnostic tools to measure employee engagement was explained which ensured all the
perspectives of how employees are engaged in contributing effectively towards the success and
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growth of the organization. Further, employee value proposition helped in analyzing the
strategies which were being known at large scale so that the levels of engagement are raised at
large scale in effective and efficient manner.
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REFERENCES
Books and journals
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.
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.
Arasanmi, C.N. and et.al., 2019. Employer branding: perceived organisational support and
employee retention–the mediating role of organisational commitment. Industrial and
Commercial Training.
Burnett, J.R. and et.al., 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.
Khodakarami, N. and et.al., 2020. Drivers of employee engagement: Differences by work area
and gender. Industrial and Commercial Training.
Morgan, J., 2017. The employee experience advantage: How to win the war for talent by giving
employees the workspaces they want, the tools they need, and a culture they can
celebrate. John Wiley & Sons.
Payne, A. and et.al., 2017. The customer value proposition: evolution, development, and
application in marketing. Journal of the Academy of Marketing Science.45(4).pp.467-
489.
Shaik, F.F. and et.al., 2019. Drivers of employee engagement in global virtual
teams. Australasian Journal of Information Systems.23.
Shrotryia, V.K. and et.al., 2019. Content validity of assessment instrument for employee
engagement. Sage Open.9(1).p.2158244018821751.
Shuck, B. and et.al., 2017. Definitional and conceptual muddling: Identifying the positionality of
employee engagement and defining the construct. Human Resource Development
Review.16(3).pp.263-293.
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MADAN, S., 2017. MOVING FROM EMPLOYEE SATISFACTION TO EMPLOYEE
ENGAGEMENT. CLEAR International Journal of Research in Commerce &
Management.8(6).
Rindova, V.P. and et.al., 2018. From values to value: Value rationality and the creation of great
strategies. Strategy Science.3(1).pp.323-334.
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