Have You Asked about Employee Engagement Lately?

Hands are raised holding "bubbles" meant for feedback on employee engagement

The report is in…Saba, the talent management solutions provider, conducted a survey that claims businesses are way out of tune with how their employees actually perceive employee engagement at their workplace.

There is a worrisome disconnect between how employers and their employees rate the level of engagement.

Why? Because employers rarely ask.

In most organizations, there is no system for continuous feedback from employees on what matters to them. And this is a loaded situation. Without a finger on the pulse of employees’ wellbeing, a company’s leaders could easily move in a direction that decreases engagement, lowers productivity and morale, and increases turnover.

Let’s take a closer look at what the study revealed…

  1. Regarding training and development opportunities
    While almost half of the HR managers surveyed felt that their companies were providing relevant and quality training and development opportunities, only one-fifth of the employees agreed. A critical factor in employee engagement is the belief that there is a meaningful career path ahead. If such growth possibilities are not available or not easily accessed, employees are likely to look elsewhere for chances to enhance their professional knowledge and skills.
  2. Regarding employee suggestions for improvement
    When there is a system for employee feedback, employees feel empowered. The implication is that their opinions are valued and will be acted upon. This is most critical during the first 3 months of new employee orientation and assimilation. If new hires have a mechanism to share their thoughts, they feel a much more important part of the organization and sense that they will have a voice in the organization’s future direction.
  3. Regarding social responsibility
    While the survey found that only about one-third of employees are highly engaged, the report also stated that, when an organization adheres to a socially responsible agenda as a part of their leadership development, there is a positive impact on engagement numbers. Employees like to know their organization is giving back to the community and are more committed (read engaged) to those companies that project and serve this value. A culture that has purpose and a broader mission than just making money attracts, engages and retains talented employees.

Companies that care about employee engagement need to ask their employees for feedback, not just once a year but throughout the year. Technology provides many options that reach out, gather and analyze employee thoughts and opinions. No leader today has the excuse that they didn’t know what employees were thinking. A simple process for collecting continuous feedback can avoid unforeseen problems and miscommunications that lead to discontent.

Have you asked your work force lately what matters most?

To learn more, download Research Report – Relationship between Employee Engagement and Manager Effectiveness

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We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

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What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

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What a refreshing change from the half-baked psycho-babble you normally get from “training” organizations. LSA gives you the assistance you need to define and reach your goal, and then they give you a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

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