Strategies for Raising Employee Engagement in Organizations

This report provides a comprehensive overview of employee engagement, emphasizing its importance in modern organizations. It details the concept and key drivers of employee engagement, including fairness, goal support, leader availability, professional development, and a safe and healthy workplace. The report evaluates diagnostic tools such as employee surveys and HR software for measuring engagement levels. Additionally, it discusses the employee value proposition (EVP) and its elements, such as compensation, work-life balance, financial rewards, employment benefits, career development, work environment, and company culture, as strategies for fostering employee engagement. The conclusion highlights that employee engagement motivates employees, promotes commitment to organizational objectives, and values company efforts, ultimately benefiting the organization through improved workforce performance.

MANAGING PEOPLE-2

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Concept and drivers of employee engagement............................................................................3
Evaluation of diagnostic tools that can measure engagement.....................................................6
Employee value proposition........................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Managing people is wide concept which deals with focusing on employee side in the
company by developing, organising, solving their problems ultimately deals with the growth of
employees. In company, management with the help of human resource department ensures on
the growth and development of its employees because it basically results into growth of
organisation. With the increased efficiency among employees, company productivity is
maximised. Organisation these days focus lot on people management by listening to them
(suggestions), knowing their purpose, balancing praise and criticism equally, collecting and
giving feedbacks develops the positive working environment where individuals and teams work
collectively for achieving the objective of organisation. This report discuss about the concept of
employee engagement, tools to measure engagement and strategies to raise engagement.
MAIN BODY
Concept and drivers of employee engagement
Employee engagement, currently this term is considered by almost all organisations in
the marketplace, because after considering the concept of employee engagement, any business
can simply gain an effective workforce of many skilled and talented employees in the workplace.
Basically, employee engagement is a very fundamental concept for properly knowing and
describing, both quantitatively and qualitatively (Katzmanand Kinsella, 2018). This concept also
shows the relationship’s nature between a company and its people or employees. There are
various activities and practices should be covered by a business for systematically developing a
very productive engagement of employee. Mainly most employees or workers engage with its
company in that condition, when upper management of that company has maintained an effective
relationship its different employees and workers. Generally, proper relationship between
employer and employees highly matters in the workplace of a company for growing effectively
in the selected market place. In this dynamic world, top-level management within most
businesses puts their huge efforts in the terms of developing strategies of effective employee
engagement. Day by day competition is increasing or enhancing in each market place, and this is
why it is very important task to a business to be focused on the development employee

engagement, because when a business or a venture has an effective employee engagement, then
it will simply gain many skilled, motivated and talented in work place.
The concept of employee engagement is very simply to understand, and this is why
currently even small businesses also follows the concept of employee engagement in their
respective workplace. According to different business experts, an effective employee
engagement of a business always motivates to an employee for working very effectively in daily
operations. It encourages to workers or employees for putting their huge efforts in the daily
operations of company (Olegand Girault, 2018). For example; currently Tesco has large number
of employees who day and nigh works in the business operations of company, in which this is
very important task to the management of company to take steps towards developing an effective
engagement. Currently there is huge competition in each industry, in which it is very mandatory
to upper management of a business for enhancing levels of their workability by maintaining an
effective employee engagement. This concept enables to businesses and companies for achieving
a very productive workforce, and that’s why this concept will definitely help to upper
management of a company to gain huge competitive advantage and excellent profit margins in its
respective industry. There are some key drivers of employee engagement has been discussed
below;
Fairness
This is the first and most important driver of employee engagement, and this is why
upper management of each business have to consider this fairness aspect in its workplace.
Basically, fairness enables to the management of a business for equally behaving with all types
of employees in the workplace (Subramaniam,2019). It enables to an organisation for removing
different unethical attempts from the workplace as well. For example; the management of a
business can simply remove discrimination and abuse etc. unethical issue after using the fairness
drive in its daily operations, and this is the main reason that it highly promotes an effective
employee engagement, because most employees always like to work in that workplace where
existing management takes fair decisions in the welfare and well-being of all employees or
workers.
Goal support

Goal support is another key driver of employee engagement, in which upper management
of a venture can consider this driver also for properly engaging with employees and people in the
workplace. In this situation, upper managementshould always make attached with is employees
with different goals and targets, because when an employee has a target or a goal in the
workplace, then it will be stay focused on the achievement of goals and targets. This driver will
also give opportunity to an organisation for effectively improving its levels of employee
engagement.
Leader availability
An employee always like work under an effective leader, because an effective leader
always enables to its employees and team members for highly growing in the workplace
(Carrierand Newbury,2016). Basically, a leader with well-developed skills of leadership and
management is always able to develop the career of its employees. In this situation, consideration
of this driver is also very important in the workplace of a business. Currently upper management
of most businesses tries to develop their leadership quality to enhance their levels of employee
engagement, and this is why when upper management of a venture consider this driver, then it
will be able to make very effective engagement with its leader.
Professional development
In this dynamic world, employees or workers of most organisations and companies
knows the value of professional development, and this is why they give priority for working in
that workplace where existing management of has taken many productive steps towards
development of their employees’ professionalism. Basically, an effective personality and
professionalism of employee give it opportunity to highly grow in workplace, and this is the
main reason they like to work in that type of workplaces (Papadopoulos and Ezziane, 2020). Day
by day competition is increasing in market place, in which upper management should be focused
on making employees professionally developed, and at the end, this step of management can
contribute in overall development of employee engagement as well.
Safe and healthy workplace

Driver of safe and healthy workplace also highly affects to employees and their
engagement with company, in which upper management of an organisation have to offer a safe
and healthy workplace to it’s all employees. According to Maslow’s theory of motivation, need
of safe and security is the second most important need to human being, in which when upper
management of a business have to offer a healthy, safe and secure workplace to all existing
employees or workers of workplace. Basically, when employees work in safe and secure
workplace, then feels valued by their upper management, and they will also be motivated to put
their huge efforts in the workplace (Mintzberg, 2018). This is the main reason that, a business
can consider this driver in own workplace, because it promotes effective employee engagement
in daily operations.
These all are key drivers of employee engagement, and top-level management of a
business has highly required to consider these all drivers in its daily operations in order to make
an effective engagement with its various employees in the workplace.
Evaluation of diagnostic tools that can measure engagement
The management of a business need to consider different productive diagnostic tools as
well which can help in measuring engagement of employee. In this dynamic and modern world,
many of businesses uses these tools for measuring their engagement with all existing employees.
Basically, measurement of employee engagement is very necessary, because after measuring the
management will be able to know that its engagement with employees is good or not good. After
conduct these tools, if a business found that its employee engagement is not good, then it will
enable to take an effective action plan in the context of developing present employee engagement
(Werheidand et.al., 2020). This is why consideration of diagnostic tool is very important in
workplace of an organisation, in which there are different diagnostic tools has been evaluated
below;
Employee survey
This is the first tool to measure employee engagement, in which a business should
consider employee survey tool in its workplace for measuring its engagement with all existing
employees of workplace. Employee surveys mainlycontributes in achieving feedbackson feelings
and attitudes of employees. Basically, the most productive surveys will be submitted or filled out

anonymously, which enhances participation rates. It also allows to more honest and logical
responses from own different employees.
HR software
HR software program is also a very innovative tool to an organisation in order to measure
employee engagement. Basically, HR department of a company mainly sees all works and tasks
related to employee engagement and performance, in which currently this department within
many companies uses an effective HR software program that helps in showing various aspects of
employees including engagement. In this situation, upper management of a business can see
currently performance rate of its employees in HR software to measure current employee
engagement. If management found, current performance of employees is not excellent, then it
should accept that existing employee engagement is also not good, because when a business has
effective and good employee engagement, then performance of its employees will also be very
excellent and effective.
Employee value proposition
The management of a business can use the employee value proposition (EVP) for
maintaining an effective employee engagement in the workplace (Behrman,Valkanova andAllan,
2017). Basically, employee value proposition is avery unique set of different benefits
which employees or workers has received in the return for various skills, abilities experience that
they are bringing to their business. Without considering this EVP, there is a business will be
required to put its hard efforts for maintaining an effective employee engagement. Basically, the
concept of employee value proposition helps to a company for working in well-being of its
employees. Currently competition is very high in each industry, and that is why top-level
management of a business have to consider EVP in own workplace in order retail large number
of skilled and talented employees in daily operations. There are some key elements and examples
of EVP has been discussed below;
Elements of EVP
Compensation: This is the first key element of EVP that enables businesses and companies for
developing effective employee engagement. According to this element, there is each business

have to provide compensation fund to all employees, because it is necessary to retain them or
make satisfied them in workplace (Oboh and Qadir, 2017).
Work-life balance: A business have to provide facility of work life balance also to its employees
or workers, because this step of a venture will motivate to an employee for working hard to its
respective organisation.
Construction of EVP
Financial Rewards: The management of a business have to provide additional fund to its
employees in the terms of reward.
Employment Benefits: It should develop some policies which will be beneficial to all employees.
Career Development: A business should always be focused on the career development of its
people or employees.
Work Environment: Creation of a healthy and effective work environment is also very important
to develop a very effective employee engagement (Chan, Hung and Chan, 2017).
Company Culture: The culture of company also needs to be very positive, because a positive
culture of a company always retains employees for the long time period.
CONCLUSION
The following report above address the concept of employee engagement that is the approach
used by the organisation in order to have best outputs from its workforce regularly. With the help
of employee engagement employees stay motivated; become committed to organisation’s
objective and value the efforts of company. This report discusses in detail about the key drivers
of employee engagement through which organisation’s can benefit themselves. Report also
elaborate about the tools which helps the organisation’s to measure its employee engagement and
take actions if the less engagement is found with the help of HR software and by conducting
survey from its employees. Lastly, the report conducts EVP (employee value proposition) which
can help in raising the employee engagement in an organisation.

REFERENCES
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disaster.
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managing attendant services. Disability & Society. 33(9). pp.1436-1459.
Mintzberg, H., 2018. Managing the myths of health care. In The Myths of Health Care. (pp. 3-
11). Springer. Cham.
Oboh, L. and Qadir, M.S., 2017. Deprescribing and managing polypharmacy in frail older
people: a patient-centred approach in the real world. European Journal of Hospital
Pharmacy. 24(1). pp.58-62.
Oleg, P. and Girault, A., 2018. Understanding the Impact of Managing Flexible Workers on
Managers’ Motivation: A Case Study of Amazon. com, Inc.
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Subramaniam, H., 2019. Co-morbidities in dementia: time to focus more on assessing and
managing co-morbidities.
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