A New Way to Think About Employee Engagement

Employee engagement is about far more than what a “goodwill committee chairman” can provide. It used to be (and still is for many employee engagement firms) an annual process for finding out what employees disliked about their company and for trying to fix the causes of their dissatisfaction one-by-one. This approach is also fostered by many survey companies whose business model is about selling and running profitable surveys, not doing the actual work required to improve employee engagement, retention and performance based upon the survey results.

LSA believes that, to be effective, your employee engagement initiative must be strategic, systemic, and focus on the actions you will take from the beginning. It is time to think of engaging employees as an integral part of your overall business strategy. And, rather than a once-yearly, half-hearted approach to addressing issues after-the-fact, it is time to think of how to build the kind of organization that is meaningful, fulfilling, and exciting to be a part of.

In fact, engaged employees are a cornerstone of high performing organizations and become a key component of their competitive advantage. If employees love what they do and where they do it, they will treat customers and co-workers better, generate new ideas and continuously improve your business.

Employee engagement is a key factor in a company’s success. No matter how good your talent, if you can’t keep them productive and on the job, the entire organization is at risk.

How do you keep your top talent “feeling the love” and willing to make the extra effort?

1. First you need to know the heart and soul of your business. Define the organization’s mission and clearly articulate its values. Managers and leaders need to help create the organizational culture, buy into the values and live by them each and every day.

2. With your desired culture intact, you need to find the right talent…employees with the capabilities you need and the attitudes that support and thrive in your culture. Bring them aboard quickly and with a new hire onboarding program that allows them to contribute meaningfully as soon as possible.

3. Then you need to stay vigilant. Continuously measure, improve and adjust the work environment so they stay committed and become advocates of your company as a great place to work.

There are so many tweaks you can make. For example, does your culture require and appreciate structure and clear, transparent measures of performance? Then regular performance appraisals may be warranted. But if your culture is made up of workers who thrive on working independently, maybe it’s time to find another way to measure and manage your people. Or you can ask if the work space supports your desired organizational culture. If structure is valued, separate offices may make sense. But if teamwork and collaboration are what keep your talent happy, open offices and comfortable gathering spots may be preferred.

The point is that you need to know what your talent looks for in their work environment. Be observant, keep in close touch and ask often how things are going. When your high performers feel that you care and are responsive to their needs and wants, they will “feel the love,” be loyal and stay committed. This should be your goal with employee engagement.

Share:
Facebook Twitter Google+ Email LinkedIn
Files under:  

Comments are closed.

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

Debra Martucci
Vice President, Information Technology

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More