HRM_FPX5090_ThompsonNia_Assessment1-1

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Nia Thompson HRM-FPX5090 HR Challenge: Engagement Study Preparation February 08, 2024

Memorandum Date: February 7, 2024 To: Managers, First line Supervisors From: Human Resources Department Internal Memo: CapraTek Employee Engagement CapraTek prides itself on the relationships between the employees and their supervisors. We work to ensure a relationship is forged in positivity from the moment we hire an employee. The environment that we have worked to establish has been one that reinforces engagement, growth and a positive workplace. The various departments are responsible for the success of their employees. Managers within those departments should utilize different methods to keep the employees engaged. The Human Resources Department has specific goals when it comes to the needs of the employees within the organization. In an anticipation of these needs the HR department must have a knowledge of employee engagement and the Gallup model of the employee life cycle. Employee experience vs employee engagements differs in that “employee experience is the journey an employee takes with your company” (Pendell, 2018). When considering the employee engagement, we consider the employees’ needs (psychological, emotional, and social). Current Employee Engagement Situation CapraTek’s current employee engagement is being reported as quite poor and upper management has expressed some serious concern. It has recently been reported that employees are experiencing a lack of connection. Managers and supervisors aren’t engaging positively with

their subordinates and as a result the employee’s feel disconnected and as if the managers and supervisors aren’t concerned with their basic needs. The lack of connection that the employees’ feel is driving down the morale within the organization. Based on the feedback gathered from water cooler talk as well as formal complaints, many of the employees have a negative view of their direct supervisors. The employees feel as if the supervisors aren’t invested in their future, so they do the bare minimum when it comes to their job tasks. The HR department has been alerted to the situation and are now tasked with collecting information from the employees regarding their attitudes and overall opinions of their supervisors. However, information should also be gathered about how they feel about the organization as a whole. Once the information is gathered and assessed, the HR department should then work with supervisors and manager to find ways of engaging with the employees. That is the end goal, because when employees lack engagement the revenue for the organization is affected. Employee Life Cycle Stages – Gallup Model The Gallup employee life cycle has seven stages for the employee experience. They are attract, hire, onboard, engage, perform, develop, and depart. Each of the stages are very important to an employee’s life journey with an organization. In the attract stage, this is where recruitment happens. Next is the hire stage, where the talent has been chosen and we can then proceed to the onboarding stage. This is where we have confirmed the hire and begin providing the new hire with information about their position and the organization. Next up, we have engage, perform, and develop. “The majority of an employee’s time with your organization will be spend in three stages: engage, perform, develop” (Pendell, 2018). The final stage is the depart stage, this is the stage where an employee leaves the organization. Hopefully the departing stage is a positive exit experience. Many of the employees at CapraTek have stated that feel

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disconnected from the workplace, this could potentially lead to an early departure with a negative exit experience. It also shows the HR department that those three main areas of engage, perform and develop are not being experienced by the employees. Motivational Theories When the employee engagement drops, theories of motivation are affected. The three main areas affected are employee development, organizational commitment, and employee retention. Many organizations use employee surveys periodically to gauge employee satisfaction and sometimes employee engagement. Employee surveys are often vague and sometimes too time consuming. Another issue that can arise from employee surveys is that organizations don’t often address the issues being brought to their attention from the surveys. As a result, employees don’t even bother responding to the surveys. CapraTek’s HR department will utilize motivational theories to aid with the current situation. “Motivation theory looks at what drives people to work towards a specific goal, the decision- making involved and how it impacts actions and behaviors” (Seenit). It has been suggested that the HR department look at using Maslow’s Hierarchy of needs to fulfill the basic employee needs. According to Maslow, the five categories of human needs are psychological, safety, love, esteem, and self-actualization. We can also look at Frederick Herzberg’s two theory need. He suggested that the motivation in an organization consists of “Motivators” and “Hygiene” factors. “Hygiene factors include pay and benefits, job security, working conditions, interpersonal relationships and job title” (Wride, 2023). Some things that would be considered “motivators” are things such as recognition for achievements, opportunities for growth within the organization as well as the chances for an employee to achieve personal growth and satisfaction.

Data Collection Tools The best way to measure employee engagement is by being proactive in the approach. There are quite a few tools that can be utilized to collect data regarding employee engagement. The HR department at CapraTek can use the various methods to improve on relationships between front-line supervisors and managers and their subordinates. Some of these different collection tools are interviews, observations, and anonymous surveys Employee engagement is something that an organization should constantly work on. “You have to be in constant communication with your employees to make sure their expectations are met and they’re currently happy at your organization” (Sparkbay). The aforementioned tools to measure engagement should be implemented immediately across the organization. Once we have assessed the response from the employees, the frustrations will hopefully lessen, and we should see an increase in the morale of our employees. It is the goal of the HR department to show the employees that we want them to grow in their professional development and be recognized for their work in a positive manner.

References Pendell, R. (October 12, 2018). Employee experience vs engagement: What’s the difference? https://www.gallup.com/workplace/243578/employee-experience-engagement- difference.aspx Arnold, J. (May 21, 2018). Creating an Optimal Employee Experience https://www.shrm.org/topics-tools/news/hr-magazine/creating-optimal-employee- experience Davis, K. (2018, April). The major benefits of employee engagement: Employee engagement is a great place to start. https://www.proquest.com/docview/2043346447? accountid=27965&parentSessionId=THk7lJ6EDkTR6wCW88KR2CQvWLFEwRJrZKp wVQRlC1E%3D&sourcetype=Magazines Delaney, T. (2018, April). Who owns engagement? HR abdicating responsibility. https://www.proquest.com/docview/1954905286? accountid=27965&parentSessionId=SUFsLJBEjdadOKPAqEgR8x6yyPHAJyZkywdFA0 1lzjU%3D&sourcetype=Magazines Seenit Retrieved February 6, 2024. Top 5 motivation theories to use in the workplace. https://www.seenit.io/blog/top-5-motivation-theories-to-use-in-the-workplace/ Wride, M. (July 26, 2023). How Employee Motivation Drives Performance and Engagement. https://www.linkedin.com/pulse/how-employee-motivation-drives-performance- engagement-decisionwise/

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Sparkbay Retrieved February 8, 2024. How to Measure Employee Engagement (w/ Drivers & Metrics). https://sparkbay.com/en/culture-blog/measure-employee-engagement-8

HRM_FPX5090_ThompsonNia_Assessment1-1

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