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INTEROFFICE MEMORANDUM
TO:
CAPRATEK MANAGEMENT
FROM:
KATIE MCCABE
SUBJECT:
CAPRATEK EMPLOYEE ENGAGEMENT
DATE:
01-09-2021
Introduction
Hello, my name is Katie and I was hired into CapraTek to lead the HR department
in Employee Engagement and how to improve the quality engagement throughout the
company. I have worked for Giant Eagle (a chain of grocery stores for 15 years) and I
have successfully engaged many employees to be promoted from within, growing with
the company by training them in a multitude of areas and had many employees after they
left come back to the company came back because of the culture and engagement from
supervisors that they thoroughly enjoyed and missed.
Employee Engagement
Employee engagement is a relative term. It doesn’t mean just one thing. It is a
broad term in which employees want to feel like they belong in the company, that they
matter to their company and their supervisors take pride and show the employees they are
valued and the company is glad to have them.

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Employees want to feel like they belong at the company they work for. They want
a supervisor that cares about what happens to them. They want to be able to talk to their
supervisor and express what they want for themselves including additional training,
promotion and dream job within the company/or in life. This is extremely important as it
keeps the recruiting costs down, promoting from within is ideal and turnover rates can
remain at a lower percentage which affects the company’s bottom line.
CapraTek Employee Engagement Issues
I have taken some time to speak with Alley about some engagement issues that
the company is having. For example, Kelly a supervisor for the last few years has not
nominated any employee under her for any sort of recognition. Employees are afraid to
have conversations with her due to her unapproachability. She stays in her office and is
great at correspondence through email. However, she lacks the desire to speak with her
subordinates about what they would like to become, would they like more training or
even ask them about their personal lives. She is completely out of touch of what they
need from her and it shows. Turnover rate is high in her office and HR has been in touch
with many of her employees.
Gallup’s Life Cycle of the Employee
According to Gallup, the stages of an employee’s life cycle are: Attract, Hire,
Onboard, Engage, Perform, Develop and Depart. In the Human Resources Department,
we use this as the standard with employees. While it may make sense to some, it might
not come easily to others. However, when getting a great employee, we start from the
attracting (or recruiting to most), we hire them and train or on-board them. We engage

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INTEROFFICE MEMORANDUM TO: CAPRATEK MANAGEMENT FROM: KATIE MCCABE SUBJECT: CAPRATEK EMPLOYEE ENGAGEMENT DATE: 01-09-2021 Introduction Hello, my name is Katie and I was hired into CapraTek to lead the HR department in Employee Engagement and how to improve the quality engagement throughout the company. I have worked for Giant Eagle (a chain of grocery stores for 15 years) and I have successfully engaged many employees to be promoted from within, growing with the company by training them in a multitude of areas and had many employees after they left come back to the company came back because of the culture and engagement from supervisors that they thoroughly enjoyed and missed. Employee Engagement Employee engagement is a relative term. It doesn’t mean just one thing. It is a broad term in which employees want to feel like they belong in the company, that they matter to their company and their supervisors take pride and show the employees they are valued and the company is glad to have them. Employees want to feel like they belong at the company they work for. They want a supervisor that cares about what happens to them. They want to be able to talk to their supervisor and express what they want for themselves including additional training, promotion and dream job within the company/or in life. This is extremely important as it keeps the recruiting costs down, promoting from within is ideal and turnover rates can remain at a lower percentage which affects the compa ...
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