LCBB5004 - Managing People: Strategies for Employee Engagement

This report provides a comprehensive analysis of employee engagement, exploring its concepts, drivers, and the various tools used to measure it. It delves into the different classifications of employee engagement, from highly engaged to disengaged employees, and examines factors such as well-being, leadership support, company culture, and digital transformation as drivers of engagement. The report also evaluates employee recognition programs, surveys, one-on-one meetings, and focus groups as tools to measure engagement, alongside productivity and retention rates. Furthermore, it discusses the employee value proposition (EVP) and strategies to enhance engagement levels, including compensation, work-life balance, stability, and respect, particularly in the context of remote work during the pandemic. The report emphasizes the importance of creating a supportive work environment, providing growth opportunities, and fostering effective communication to maintain and improve employee engagement.

Managing people

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1) The concepts and drivers of employees engagement:.............................................................3
2) Evaluating tools to measure employees engagement:.............................................................5
3) Employee value proposition and strategies to enhance the level of engagement:...................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Managing people refers to the process of training, directing, recruiting and motivating
employees to optimize their talent and increase their productivity. People management in
efficient way means that direct individual employees and guide them to meet their needs and
allow its company a competitive environment in marketplace. There are several qualities which
required in the top people management include patience, relatability, empathy, clear
communication and achievement identification (Azim, 2019). This report will elaborate the
concept of employees engagement in the workplace and its drivers, Apart from this a further
illustration the aspects of evaluating tools to measure employees engagement with strategies
which will increase the levels of engagement in pandemic situation.
MAIN BODY
1) The concepts and drivers of employees engagement:
Employees engagement is a human resource concept that is defined as a dedication,
emotional connection and enthusiasm towards their jobs. Human resources managers
continuously involving creative, innovating and efficient ways to engage the employees during
the difficult times. Employees engagement is very difficult, in the pandemic situation whole
condition becomes more complex and stressful environment. Engagement of employees is
recognized as an important part of retaining top abilities which helps to achieving the higher
performance. Organization always mind that employees who are better engaged in an
organization it means they will lead the well productivity in the workplace, and it will also help
to generate the high satisfaction in customers (Shaaban, 2018). It also elaborates that high
employee's engagement result in business profits like time savings and expenses, and they
always trust their leader in the organization.
Due to pandemic condition, work from home, flexible work hours, and safe workplace
practices is implemented by most of the organization. Apart from these practices is challenging
for the organization as well as employees during this difficult time. Its aim of the study is to
determine the engagement of employees during covid lock-down. Employees engagement is
important during the tough times which helps to enhance the positive attitudes towards their

works and their organization in tough times. Employees engagement classified in various parts
are:
 Highly employment engaged: Highly engagement of employees are strong supporter of
the company and believe they will retain in its success.
 Average engagement: These types of employment is really enjoyed their works but not
fully attached to the organization. They always work above and beyond their work
requirements.
 Not engaged employees: Such employees do their work without the energy and passion
into their work. These types of employees hold the negative and positive attitudes toward
the organization.
 Disengaged employees: These employees are not happy, dissatisfied, irritated and spread
negativity as well as provide negative feedback about the business.
There are variety of factors which influence the engagement of employees. These factors
are variable which can changeable over the time and that factors refers as the drivers of
employees engagement which are:
 Well-being: in the current situation. Healthy, wellness and safety are important aspects in
structuring the ideal employees experience. No matter what is situation, in order to
organization cannot ignore the role of employment wellness in driving engagement.
 Great leaders and mangers support: The leaders impact on engagement of employees
can be considered because people want their leaders and mangers must be empathic, and
they maintain work towards the developing healthy and positive relationship with them
(Shahid, 2019). Leaders must be listened to what employees say and their needs in the
challenges of pandemic.
 Reduce barriers: organization can facing staffing challenges and increased stress
because of the pandemic so, engagement of employees must be reduced for the
employee's flexibility thus, it helps to maintain in better performance and positive attitude
towards the organization.
 Company culture: Workers continue their work with the challenges of pandemic and the
company of culture is first to experience the effect of any big change. Particularly, the
culture and work environment determine the workforce abilities to create a positive

relationship. They must be felt physically and mentally safe and that include the remote
work environment in the pandemic situation.
 Digital transformation: It also helps to increase the employee's engagement. Digital
transformation is not only considered in term of efficiencies and cost saving, but it also
considers the internal talent of employees which help to focus on high value, high impact
work that helps the company growth.
2) Evaluating tools to measure employees engagement:
Engagement of employees is a workplace concept that relates with the connection,
motivation, and commitment that employees have in their job roles and the organization. To
ensure that engagement of employees is developed and measured, there are some tools:
 Employees recognition and reward program: employees reward and recognition
program are a good way to identify the engagement of employees. The reward and
recognition have a direct impact on the employee's engagement. In other aspects, It helps
manager and HR to identify the number of employees engagement in their organization.
With the pandemic situation, though employees has working from home for many
months and it has become very difficult for organization to keep employees engage and
motivated, so nothing comes better than reward and recognition which helps to easily
motivate and engaging the employees. There are various simple ways that can follow:
handwritten notes, gift card, social recognition and paid time off which helps to motivate
them (Ghlichlee and Bayat, 2020).
 Built in survey: survey is the most effective way to measure the employee's engagement.
It not only helps in the employee measurement, but also helps in employees motivation,
and getting ideas from them. Organization must be focus on the survey questionnaire
which is basic satisfaction, future orientation and the alignment. In further illustration the
two-way communication between employees and leaders are important for having an
engaged workforce. Managers should send the simple, actionable and small surveys to
the employees of the organization asking them about their work.
 Having one-to-one meeting: employment engagement servery are a strategic technique
that helps in measuring the purpose of employments toward their jobs. Managers should
have meeting with the individual employees and guide them about the survey and solve
their problems. The survey will reveal the employees perceptions towards the

organization and also helps to generate the organization performance. Managers should
have one-to-one meeting which helps to employees feel free to share information about
the problems and express themselves and it should be done weekly. Personally contact
helps to mental healths and overall well-being of employees.
 Strategies to conduct interview: managers should conduct the exit and stay interviews
because employees leaves the organization at different point of time so, should know the
actual reason behind it. Ensure that employees must exited with their work and
conducting exit and stay interviews helps to know that managers which areas should they
work to improve the employee's engagement. Every organization has one problem, that is
how to retain its best employees and reduce turnover. Stay interview are one-to-one
meeting between the managers and the reports to improve the employees retention and its
engagement with employees. It helps to analyse and understand what makes an employee
stay and what reason makes them leave. Some important strategies to conduct an
interview like: one on one meeting, schedule stay interview, ready to listen, make a
questionnaire and report and feedback for employees.
 Make small focus group: one-to-one meeting with the employees might be difficult for
the mangers so, in this case focus group can be organized. This will help organization to
improve employees engagement and productivity. Focus group helps build upon the
conversation started in an employees survey. Focus group have multiple uses as easy to
gather group of employees and also can be useful as addition to employees survey. The
role of focus group should include the moderate, coordinator and the employees. There
are many benefits of employees focus group that can helps increase employees
engagement and helps to gain deeper survey into employees need, wants and their
perceptions (Horváthová and Mikušová, 2019).
 Measure productivity and retention rates: productivity and retention rate of employees
helps to determine the engagement of employees in the organization. Employees
engagement direct effect on the productivity metrics and employees retention. It should
be measured time to time keep retention and employees motivated in organization.
Employees retention is beneficial for many reasons like cost reduction, recruitment and
training efficiencies, improve employees morale and also helps to become a stronger
corporate culture with better revenue and experience. Manger and leader can easily

analyse the problem's of employees and find a solution, which make them feel appreciate
and therefore increase the retention rate of employees.
3) Employee value proposition and strategies to enhance the level of engagement:
EVP refer as the set of advantages which the employee gets against their skills,
knowledge and capabilities. EVP define the organizational essence as how it is rare and what it is
stands for. It is important for the company to ensure that they have been providing better and
safer work place environment which assures maximum employee engagement. Due to Covid
employee engagement is somehow diminished, because of remote work, employee do not feel
motivated and also looks frustrated towards the work (Charni, Brun and Ricard, 2020). As per
the scenario it is found that company already implemented the flexible working hours, job design
and covid safe place to make sure that employee feel engaged and connected. Thus, company
can also proceed to do some measures which are as follows:
 Compensation: Company can proceed to give compensation and other benefits to the
employee such as salary satisfaction, bonuses, rewards and also fair pay compensation all
these give major contribute towards employee satisfaction. With this they feel more
engaged with company’s resources.
 Work life balance: It is all about benefits which the company offer to the employees
such as paid off. As it is found that company is already providing the flexible hours and
better opportunity for remotely working during pandemic, it helps in maintaining the
healthy work life balance. Company can also proceed to use the software such as video
conferencing tool and Slack in order to keep in contact with employees as they are
working from home due to covid, it helps the employee to feel engaged with their team
members.
 Stability: It comes in form of career stability, as every employee looks for the growth
opportunity, it is important to provide the growth opportunity to the employees. As
company can proceed to conduct the training and development program for the
employees, with this they can easily retain their employees.
 Respect: It's all up to the organizational culture which makes the supportive environment
where team unities are found, employee feel more encouraged towards their work. Thus,
it is essential for organization to make sure there is a positive work place culture for

employees as they are return from work from home (Bailetti, Tanev and Keen, 2020).
They can proceed to involve employees in decision-making process it makes them feel
worth and also engaged with company’s resources.
Another factors which the company can consider providing the transparency at work place so it
will help the employee to efficiently communicate with their employers. Timely performance
appraisal also plays a significant role; it boosts the employee morale which can easily reflects in
their productive performance. It is also important to ensure that there is a better representation of
the leadership otherwise it will cause obstacles in team management also cause problems in the
goal accomplishment. Therefore, timely conducts of knowledge development and other trainings
it will enhance the knowledge of employees, so that they feel encouraged and also sharpens their
creativity skills to introduce innovation at work place.
CONCLUSION
In conclusion, employees engagement are very important in today's pandemic situation,
organization should know that engagement of employees are key to success in this difficult time
that's why businesses always look forward to keeping their employees motivated and satisfied
through the employee's engagement. From the above report discussed the drivers and measuring
tools of employees engagement along with the illustrating strategies to increase the levels of
employees engagement. From various studies, Many companies consider a developing number
of employees engagement practices like virtual meet-up, online employees feedback and
surveys, online team building activities and training. These kinds of practices boost the
employee's morale, feel motivated and committed towards the organization in the pandemic
situation.

REFERENCES
Books and journals
Azim and et.al., 2019. Linking transformational leadership with employees’ engagement in the
creative process. Management Research Review.
Bailetti, T., Tanev, S. and Keen, C., 2020. What makes value propositions distinct and valuable
to new companies committed to scale rapidly?. Technology Innovation Management
Review. 10(6).
Charni, H., Brun, I. and Ricard, L., 2020. Impact of employee job satisfaction and commitment
on customer perceived value: An original perspective. International Journal of Bank
Marketing.
Ghlichlee, B. and Bayat, F., 2020. Frontline employees’ engagement and business performance:
the mediating role of customer-oriented behaviors. Management Research Review.
Horváthová, P., Mikušová, M. and Kashi, K., 2019. Evaluation of the employees’ engagement
factors importance methodology including generation Y. Economic research-
Ekonomska istraživanja.32(1).pp.3895-3917.
Shaaban, S., 2018. The impact of motivation on organizational citizenship behaviour (OCB): The
mediation effect of employees’ engagement.
Shahid, A., 2019. The employee engagement framework: high impact drivers and
outcomes. Journal of Management Research.11(2). p.45.
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