Enhancing Employee Engagement: A Report on Unilever's Strategies

This report provides an analysis of employee engagement at Unilever, focusing on the concept and drivers of engagement, diagnostic tools used to measure engagement levels, and the employee value proposition, including strategies to raise engagement. It highlights the importance of employee engagement for achieving organizational goals, emphasizing the role of work culture, mental and physical wellbeing, employee-manager relationships, and fairness and safety. The report discusses various diagnostic tools such as employee surveys, HR tools, social media, and exit interviews, which Unilever can use to assess and improve engagement. Furthermore, it explores the employee value proposition, including compensation, benefits, career opportunities, work environment, and culture, as key factors in motivating employees. The conclusion emphasizes that employee engagement leads to higher productivity and recommends that companies prioritize creating a work environment where employees feel connected, motivated, and valued. Desklib provides access to this and other solved assignments to aid students in their studies.

Managing People
Assessment 2

Table of Contents
INTRODUCTION...........................................................................................................................2
.........................................................................................................................................................2
MAIN BODY...................................................................................................................................2
Concept and drivers of employee engagement.......................................................................2
Diagnostic tools to measure engagement...............................................................................4
Employee value proposition including the strategies to raise the levels of engagement.......5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
Books and Journals.................................................................................................................8
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INTRODUCTION
Managing people is the activity which has to be performed by human resource
department in which they have to conduct the operations related to recruitment, employee
engagement, training and many others(Collins-Donnelly, 2019). The main work which has to be
done in a people management is that it covers all the areas of management in which how they
work, engage and behave with other people. It is important for the companies to make the people
managed and engaged towards the working in the organisation so that the working environment
can become a better place to conduct the operations. The main issue because of which the
employees are unable to engage towards the working of the organisation is because of the
working environment which can be created only when the employees are engaged and working
towards the goals of organisation. Unilever is a British multinational consumer goods company
which was founded in the year 1929 and is having its headquarters in London, England. This
report will cover the concept and drivers of employee engagement, diagnostic tools to measure
engagement and the employee value proposition including the strategies to raise levels of
engagement.
MAIN BODY
Concept and drivers of employee engagement
Employee engagement means that the employees in a organisation are working together
and have a mental and emotional connection towards the work and for the achievement of goals.
It is based on the value and trust, the way they are committed towards the work. The companies
are focusing and putting all their efforts towards this statement and has been risen in the global
world(Hanak and et. al., 2021). This work is not only related to the HR of a company but it
related to business that the employees are feeling connected towards the company and not
separated. It is because if they will be able to develop this type of felling then it will become
difficult for the organisation to achieved their business objectives. The management of Unilever
always tries to work in relation with employee engagement in which the most important thing is
the work culture which is provided to them.
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The drivers of employee engagement can be considered as the survey items which helps in
providing the information so that the employees can be influenced for the outcomes. This will
cover the factors by which employee gets influenced with the company and always tries to work
with great productivity in order to accomplish organisational objectives. Different drivers of
employee engagement in context with Unilever have been explained below-
 Values and purpose- This factor plays an important role to the employees in keeping
them connected and linked with the business ideologies. This is important because when
the employees are provided the information about what values company is having and for
what purpose the company is formed then in this condition people feel connected towards
the business (Zukof, 2021). Unilever provides the information in its training session so
that each and every person can know about the work which they have to do and the
purpose for which the company is formed.
 Mental and physical wellbeing- In the present time as the stress in people is increasing
so the main focus of the employees have been transferred to mental health. This has been
increased because of the issues such as heavy workload, not being able to make a balance
between the personal and professional life. Unilever have always tried to focus on such
factors because the management of a company knows that if they would not be able to
focus on such factors then it would become impossible that they can work with great
productivity.
 Employee-manager relationship- This is the another driver which is important for the
employee engagement in which the relationship between employee and manager is
important which helps in making a good working environment. Unilever management
have always focused in making positive relationship with people because this is the only
key for success (Poirier, 2021). While having different management style the main focus
must be made on the leadership training so that the availability, trustworthiness or the
empathy can be developed.
 Fairness and safety- Employees in each of the organisation needs to be treated fairly as
it gives them the feeling of being respected. The fairness will mean that the employees
needs to be treated in an equal way and not in the manner of being disrespected because
this will increase the employee turnover. Not just this, they would also not be able to
make the achievement of organisational objectives. The feeling of safety means that the
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employees are not hesitating to communicate with the line managers or with any of the
departement.
Diagnostic tools to measure engagement
To improve or enhance the employee engagement it is very important that the organisation is
making the identification of what the company is doing good and in which thing they have to
make the changes. For each of the organisation it is very important that they are making the
measurement of the employee engagement and for which they develop many new strategies
which will be helpful in developing good work culture. Employee engagement provides the
strength to the employees because they are having mental and emotional connection with the
workplace. Unilever also makes the consideration of using the tools so that they can know the
actual rate of employee engagement and some of the diagnostic tools have been discussed below-
 Employee surveys- Surveys are considered to be the most common tool in which the
business can make the identification of employee engagement within the organisation.
This is the most effective and the most quick method which not only helps in making the
identification of employee engagement but it also helps in providing the information
related to employee motivation within the organisation(Krystal, 2021). This is one of the
important tool with which the organisation can make the identification of the employee
engagement. This is the responsibility of the HR and managers to send the surveys to
employees in order to find out the level of employee engagement within the organisation.
 HR tools- This is the another method which is helpful in making the identification of the
level of participation of employees in which the HR tools can also be beneficial for the
measurement. But the main drawback of using such type of tool is that they do not
provide any real time or the holistic feedback. This is the reason because of which the
companies are augmenting the periodic surveys with the software programs which will be
helpful in gathering and tracking the information which the employees have given.
Unilever can make the use of such type of tools in which they easily take the information
about the level of employee engagement(Cepiku and et. al., 2021).
 Social media- The increasing rise of social media is also one of the most effective
method which can be used by the organisation to gather the information. This is the
method which can be used by the companies in which they can develop their own website
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where employees can post things which they feel and with this the management of a
company can identify the factors which is affecting the employees and with this they can
find out the ways which will be helpful in solving the issues. This will be helpful to the
managers in making knowing things which will be liked by employees and which will
help in increasing the employee engagement.
 Exit interviews- This is the another method which can be helpful in identifying the
employee engagement within the organisation. These interviews or surveys are designed
not on a simple basis but it is developed in a tough way which will be important to the
company equally. This is the important feedback which will be important to the company
in making the changes so that they can make the employment of those people who have
the capacity to be linked with the organisation (Migliore, Bottomley and Arena, 2019).
Unilever can make the use of such type of tools in order to achieve the best solution.
Employee value proposition including the strategies to raise the levels of engagement
Employee value proposition refers to the benefits which employees receive on the basis of skills,
capabilities. It is the main reason because of which the employees feel motivated enough to work
for the company and that is only because of the extra benefits which they will be getting. Below
is the employee value preposition which has been made in context with Unilever-
 Compensation- Compensation refers to the remuneration which is provided to
employees on the basis of skills and the work which they do for the company.
Compensation is important because this helps in increasing the level of motivation to
employees because when the work which is being done by them and appraised on the
basis of compensation then this makes them motivated and confident enough(Melo and
et. al., 2020). Unilever provides and gives to its employees the compensation for the
work which is done by them so that they can work with productivity and help in the
accomplishment of organisation objectives.
 Benefits- It is the indirect pay which is given to the employees in the organisation which
can be either the health insurance or any other offering which is extra to the amount of
salary which is given to them. It is important to provide the benefits to employees so that
they can believe that the company is making investment in their health and also in the
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future. Not just this, if the company will be offering them the good package of employee
benefits then with this it will be helpful in attracting and retaining the employees.
 Career- The career is another important factor which helps the employees to make
progress in their growth and in getting work stability (Xie, Yadav and Jo, 2021). This is
the another important factor which helps to develop the employee personality on the basis
of training which is provided to them in the organisation itself. With the help of training,
the employee not only develops the new things in terms of skills and capabilities but they
might have to do work which might not have been done by them.
 Work environment- The work environment of a company must be good and flexible so
that the employees who are working their can feel much comfortable and with that can
get the recognition. Each employee wants that they do job in such company where they
can make the balance between their personal and professional life. The work environment
also demands the clarity between the roles and responsibilities which is assigned to
individual.
 Culture- The work culture is similar with that of working environment in which the
employees can develop good interpersonal relations with people. Those organisation
which do not provides such kind of flexibility to their employees then in such type of
condition employees can feel restricted enough to work and will turn increase the
employee turnover (Shaw and Haydar, 2020).
CONCLUSION
From the above report it can be concluded that because of the employee engagement each
person who is working their feels connected to work harder and also motivate other people to do
the same so that objectives of company can be achieved. The company has to work in this
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segment when people will feel inclined towards working in an organisation with great motivation
then with this their will be higher level of employee productivity. Productivity will mean that the
work which will be done by the employee will be effective and efficient enough. For the
identification of a employee engagement company can make the use of different tools in order to
make the changes.
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REFERENCES
Books and Journals
Cepiku, D. and et. al., 2021. New development: Managing the Covid-19 pandemic—from a
hospital-centred model of care to a community co-production approach. Public Money
& Management, 41(1), pp.77-80.
Collins-Donnelly, K., 2019. Starving the Depression Gremlin: A Cognitive Behavioural Therapy
Workbook on Managing Depression for Young People. Jessica Kingsley Publishers.
Hanak, E. and et. al., 2021. Managing Changes in Water and Land Use to Benefit People and
Nature. Rewilding Agricultural Landscapes: A California Study in Rebalancing the
Needs of People and Nature, p.171.
Krystal, A.D., 2021. Challenges in Managing Insomnia in Older People. The Journal of Clinical
Psychiatry, 82(4), pp.0-0.
Melo, R.C. and et. al., 2020. Identifying and managing frailty in Brazil: a scoping review
protocol. JBI Evidence Synthesis, 18(4), pp.849-856.
Migliore, L., Bottomley, K. and Arena, B., 2019. Employee engagement in 3D virtual learning
environments: A digitized HRD Framework Model for leadership and learning. In
Advances in the Technology of Managing People: Contemporary Issues in Business.
Emerald Publishing Limited.
Poirier, S., 2021. 10 Nehirowisiw Territoriality: Negotiating and Managing Entanglement and
Coexistence. In Entangled Territorialities (pp. 212-234). University of Toronto Press.
Shaw, P.R. and Haydar, T.F., 2020. Mitigating Cognitive Deficits in Down Syndrome by
Managing Microglia Activation. Neuron, 108(5), pp.799-800.
Xie, Z., Yadav, S. and Jo, A., 2021. The association between electronic wearable devices and
self-efficacy for managing health: a cross sectional study using 2019 HINTS data.
Health and Technology, 11(2), pp.331-339.
Zukof, K., 2021. The Hard and Soft Sides of Change Management: Tools for Managing Process
and People. American Society for Training and Development.
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