Report on Employee Engagement at Tesco: Analysis, Methods, and Laws

This report provides a comprehensive analysis of employee engagement at Tesco, focusing on strategies to improve employee morale, productivity, and overall workplace satisfaction. The report begins with an introduction defining employee engagement and its importance, followed by an analysis of the current situation at Tesco. This analysis explores various methods to enhance engagement, including social gatherings, a comfortable working environment, encouraging collaboration, short breaks, good mentoring, and a people-focused culture. Furthermore, the report highlights the relevant laws concerning employee rights, contracts, minimum wage, terms and conditions, and discrimination. It then offers specific recommendations for Tesco, such as involving employees in planning, recognizing their contributions, organizing knowledge-sharing sessions, investing in employee well-being, promoting collaboration, providing short breaks, and ensuring a safe and healthy work environment. The report concludes by emphasizing the significance of employee engagement and adherence to employment laws to achieve business objectives and gain a competitive advantage.

Employee Engagement

Table of Contents
Introduction......................................................................................................................................1
Analysis ...........................................................................................................................................1
Recommendation.............................................................................................................................4
Conclusion.......................................................................................................................................5
References .......................................................................................................................................6

Introduction
Employee engagement refers to an emotional connection with the organisation where
he/she is working. These emotion derive employee's behaviour towards the organisation. Since
the organisation facing issue in lack of engagement among employees within the company. To
improve the employee engagement in the company managers can use different methods that are
going to discuss further in the analysis (Bhuvanaiah and Raya, 2015) . For this report, Tesco is a
chosen company that have purpose to manage issue of employee engagement in the
organisation. Also Tesco must follow the laws related with employee engagement in workplace
in order to achieve positive employee engagement within the company. The report covers
methods related to increase employee engagement describing the important of employment
different methods and laws related in the organisation.
Analysis
Employee engagement play crucial role in an organisation though this may involve cost
and time but for efficient and effective productivity of the employee contribution it is important
for company to involve their employees in that process so that employee of the company can feel
the engagement and that help them to realise their contribution have impact (Eldor and Vigoda-
Gadot, 2017). The HR of Tesco can be more focused on their employees engagement in their
organisation to reduce turnover, eliminating hiring costs, disengagement among workers.
Engagement is important as this retain valuable talents and provide employee's satisfaction.
According to Forbes, employees who are engaged in their work are more likely to be motivated
and remain committed to their employer. Thus, this leads to achieving more business objectives
and helps to drive the organization towards success.
To understand more better following methods can be adopted by the company to improve the
employee engagement:
 Social Gatherings: Its important that all the workers or employees must feel comfortable
in workplace. In working hours its not always possible for employees to interact with
each other or have understanding among them so it become necessary for company to
held social gather for colleagues at least once or twice in a month so that it can provide a
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chance to know each other personally other than office conversations. This help in
creativity also collaboration among them.
 Environment : Company can provide burden free, comfortable working environment so
the employees can feel flexibility while working. Continuous work, rigidity and strictness
in environment can make employee more lethargic and less creative. Thus this lead
employees towards distraction from work (Gupta and Sharma, 2016).
 Encouraging Collaboration: Collaboration can be much effective as this allows more
interaction among employees. Collaborating any work or project bring employees
together and the thinking, ideas become more creative and effective for the company. The
collaboration bring team building thus create team spirit in them. Hence employees feel
motivated to do more for the company.
 Short Breaks: Using short breaks in between long working hours reduces stress among
employees. Encouraging taking short breaks can help to boost up mind and eyes of the
employees. The method can be useful as employees feel the care of their manager for
their health, thus employee feel the belongingness in the company. In return employees
tend to work harder to give their best in the organisation(Hanif and et. al., 2015).
 Good Mentoring: One of the major ingredient of employee engagement is proper
mentoring of employees from their senior, manager or can be a leader. Proper guidence to
employee by their mentor help employees feel motivated and thus increase their
engagement in overall participation in the organisation. Setting a role model for work for
employees who facing any issue with communication or engagement help them to
increase their confidence. Their interaction with mentor boost their energy level and
bring positivity among them to work without hesitation (Karanges and et. al., 2015).
 People Focused Culture: Tesco can analyse its employees their needs and wants as the
worker do not work to fulfil the financial need but there are other factors remain to do
work. Company can provide good personal and work life balance so that employees can
be more productive and can be more engaging in organisation culture.
Laws related with employment engagement
Laws Involve with Employee Engagement To be good at promising engaging work
environment in the organisation, it is significant for company to follow laws related with
employees and for their welfare (Osborne and Hammoud, 2017).
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Extensive Rights: Worker must feel equal rights. There should not be any inconsistent between
employee and employer relationship, this results in more engage full work culture within the
organisation.
Contracts Of Employment: The contract of employment need not to be in written form.
Company must provide contract with all necessary information regarding the position and related
information within the organisation. Thus this create trust in the employees therefore helps in
build an engagement relation with the company.
Minimum Wage: As per the laws company must adhere them as per their applicability related
with the position in the organisation. Employees must offer their legal rights so that they not feel
unrecognised within the company (Jeve, Oppenheimer and Konje, 2015).
Term and Conditions: All the terms and conditions must be cleared by the employer with the
prospective employees ; if any new laws are introduced company must familiarise them with all
the employees in the company. So that employee do not feel abandoned.
Discrimination: Laws related with discrimination in workplace such as age, gender, sexual
orientation, regional belief etc. must be avoid to create healthy work environment within the
organisation (Kang and Sung, 2017). Also this enhance the employee engagement more better
way.
Relevant: Law related with relevant in context of employees engagement isn't concerned with
relevancy in terms of our field including finance and supply chain but the way company manages
their recruited talent. This is mainly the responsibility of their HR department to manage the
employee's . They mainly concerate of management in terms to their Salary and benefit. It is
important that all these should be provides to employee's by ensuring that they see to it that they
are abide by laws
From the above, company can follow these laws to promote healthy work culture leading
employee engagement in various processes of Tesco. As these eliminate any barrier which can
cause Tesco's performance level or delay in delivery of services to their customers.
Employees Provident Fund: This law is made mandatory to be follows in the Organization. It is
applicable to all the newspaper company were than are 20 or more person engaged. This has
been set by the Centra Government. So, all these have to be implemented by all those who fall
under the definition f employees under this act.
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 Industrial Employment act: As per section 4, industrial employment act is there at
present and it is applicable for the time being to all those newspaper agency there there
are more than 20 people who are involved or were involve in the past 12 months in this
work. This is mandatory to be applied by all of them under the notification of sub
section 3, and every workman who come under the defination of workman
Recommendation
In the following Tesco can improve more efficiency and productivity by giving more
priority to employee engagement in workplace. So that employee feel comfortable, enjoy
workplace culture, omitted towards their assign tasks. Some recommendation are drawn after
considering the above methods. These are as follows:
 The Tesco Company should involve their employees in planning process of their
Business. This will be fruitful for them to careful analyse and grab the existing
opportunities by adding innovative ideas to improving their strategies.
 The Company should provide their employee the recognition that they deserve. This will
keep them motivated do to their job efficiently. This can be done by number of ways
which include social gathering; through this company can organizing extra circular
activities, birthday celebration, etc. on a timely basis . This will help employees build
emotional connection with their Organization.
 The Company should also organize knowledge sharing sessions among their teams
because this will help employees in getting idea about the work their colleague are doing. They
should even make the session creatives to keep employees engaged.
 Tesco should invest on their Employees. Although, it could impact their working but at
the same time it will make them valued the company and employee will be willing to be
engage in improving their performance.
 They should also collaborate their employees as it will bring them together to increase
their interaction. This will aid them to share their thought and create new and diverse
ideas which will be fruitful for the team to increase their and in turn improve the
productive of the Organization.
 They should even provide few short breaks to each of the employee's. It will reduce
their stress and freshen their mood as well as their mind . This will make them
emotional and make them fell that the managers care for them. Thereby, it will result in
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broadening their thinking and create new ideas and add creativity to their work and
improvement their performance
 They should even provide few short breaks to each of the employee's. It will reduce
their stress and freshen their mood as well as their mind . This will make them
emotional and make them fell that the managers care for them. Thereby, it will result in
broadening their thinking and create new ideas and add creativity to their work and
improvement their performance
 Tesco should even ensure that they provide a safe and healthy environment for their
employee. Continuous work burden and strictness in their environment has made them
lazy and unproductive. So, it is necessary for the company to make them feel secured
and they comfortable for performing their work effeciently.
Conclusion
This can be concluded from the above mentioned report, it is important for the company
to increase the engagement of employee's through various actvities and methods that are
described above. Along with this, Tesco should also ensure that they abide by all laws related
to employees promising engagement that are already clarified above are followed by them on
a regular basis. This is in turn will keeps the employee's engaged and they would be be able to
build emotional connection with the colleagues and their company to do their work effeciently
by improving their performance. Thereby, it will help them achieving their Objectives and help
them to gain success by being ahead of their competitors.
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References
Books and journal
Bhuvanaiah T. and Raya R. P., 2015. Mechanism of improved performance: Intrinsic motivation
and employee engagement. SCMS Journal of Indian Management, 12(4), pp.92-97.
Eldor, L and Vigoda-Gadot E., 2017. The nature of employee engagement: Rethinking the
employee–organization relationship. The International Journal of Human Resource
Management, 28(3), pp.526-552.
Gupta, N. and Sharma, V., 2016. Exploring employee engagement—A way to better business
performance. Global Business Review,17(3_suppl), pp.45S-63S.
Hanif, F. and et. al., 2015. The role of employee engagement in work-related outcomes.
Advances in Economics and Business, 3(6), pp.204-214.
Jeve, Y. B., Oppenheimer, C. and Konje, J., 2015. Employee engagement within the NHS: a
cross-sectional study. International journal of health policy and management, 4(2),
p.85.Pritchard, K., 2008.
Kang M. and Sung M., 2017. How symmetrical employee communication leads to employee
engagement and positive employee communication behaviours. Journal of
Communication Management.
Karanges E. and et. al., 2015. The influence of internal communication on employee
engagement: A pilot study. Public relations review, 41(1), pp.129-131.
Osborne S. and Hammoud M. S., 2017. Effective employee engagement in the workplace.
International Journal of Applied Management and Technology,16(1), p.4.
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