Want to improve employee engagement? You’ll have to find out what your employees care most about that directly correlates to the three top employee engagement anchors:
This is why you should bother—engaged employees work harder, are more productive and stay longer. Their degree of engagement has a direct impact on your bottom line. How about $550 Billion worth of productivity loss in a year? That’s what the recent Gallup study reported. And that doesn’t even include the cost of replacing those workers who leave.
Now that we hopefully have your attention, there are two questioning methods you can use to determine if your employees represent the 70% of workers from the same study who are unhappy with their work or the 30% who are engaged at their workplace: an employee engagement survey or a less formal, ongoing dialogue. Your goal is to figure out what makes employees excited about coming to work, what keeps them from achieving their work goals, and how they see themselves growing in the company. You want to tap into their reactions on both a functional and a social/emotional level.
Employee Engagement Survey
There are easily distributed Employee Engagement Surveys that are designed to gather information anonymously on how employees feel about the company, its leaders and their work. As long as you have employee trust and are committed to making changes as a result of what you learn from the survey, you should get their open and honest ideas for improvement…as well as what bugs them and keeps them from doing their best. Pull together the responses, reflect on what changes should or could be made, and adjust your culture to suit their needs.
This method of questioning is simpler and cheaper to implement, but it may take a while for employees to trust the process. They need to know there will be no repercussions for negative input. Otherwise the answers to your questions will provide little direction on what needs to be changed.
Regardless of the method you choose, here are 4 questions that will help you uncover the policies, rules, and behaviors that either block or enable employees to contribute their best work.
To learn more, download our Employee Engagement and Retention Toolkit
5 Steps to Hiring the Right Talent
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Margaret M. Mader
Vice President, Human Resources
LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
Vice President, HR and IT
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Leading Global Health Care Company
Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.
President and Chief Executive Office
LSA has added tremendous value and intellectual rigor to help take us to the next level. They have been a training outsourcing goldmine for us. Their flexibility, expertise, and speed has been extraordinary. I am a big fan and recommend them to anyone looking to drive true business value.
Global Financial Services Company
Director, Organizational Effectiveness
LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.
VP of Human Resources
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Director, HR Business Partner
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Fortune 500 Financial Services Company
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Kelly Warren, SPHR
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Director, Human Resources
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