1.

The adoption of Workplace by Facebook by Starbucks is the first and an effective step
made by the company towards Employee Engagement. This shows that the
management is highly involved in fostering new ideas and employing innovative
techniques to build a platform of direct contact with their employees, which illustrates
effective leadership. Building a network of strong communication to exchange ideas
and knowledge amongst employees and the management will cultivate a feeling of
cooperation and increased involvement in their job descriptions as well as in the
innovation process. The involvement of all employees regularly in the process also
empowers them as transparency increases across all levels in the company and they
get to know the state of the business and role of each employee in the success of the
business, this in turn fosters trust. With increased communication, employees get
emotionally, physiologically, and cognitively involved in their job performance and
thus have a reason to believe in the company and its leadership because of trust and
transparency. This also provides employees equal opportunity to voice their opinions
and raise concerns and not feel unheard under the hierarchal structure. The increased
feeling of importance provides employees a feeling of having value and being
involved in the organisation. These factors, as a combination, are fostering employee
engagement at Starbucks.

2. Leadership is related to Employee Engagement because they employees look to their

bosses as an example, upholding an organisation’s values, providing a clear vision for
the future and setting the tone for energy put into work. Leaders have a motivating
effect on staff, spurring greater levels of productivity and alignment with the company
goals.
To increase the feeling of value in employees, leaders must provide recognition that
the employee deserves. They can happen in any form, but they must everyday at small
ways or at frequent intervals in bigger ways. Leaders must also provide feedback
which can make them receptive to constructive criticism. Communicate with them
and ask about their opinion to increase the feeling of involvement in the organisation
rather than just being a cog in the machine. They can be given direct compensation or
benefits fro a job well done or a thank-you. Leaders must also provide them with
work with the right level of challenge so that they know that they trust the employee’s
capabilities. These are some of the many factors that can foster employee engagement
in an organisation.