3 Disturbing Employee Engagement Trends and 4 Ways to Turn The Process Upside Down

Employee Engagement Trends

Most Human Resource and Talent Management Leaders are convinced of the importance of employee engagement to increase productivity and retention. But many are not aware of three disturbing employee engagement trends reported in a recent survey by Bain & Company:

  • Tenure: Employee engagement tends to decline with tenure so your longer-term employees are less engaged than your newer employees.
  • Title: Employee engagement decreases as you move down the org chart so lower level workers care less than more senior employees.
  • Sales and Service: Sales and service employees who have the most contact with customers are the least engaged of all employees.  This is a tough employee engagement trend for any company looking to build a customer-centric culture.

Just think about what an impact these employee engagement trends have, not only on your productivity and turnover, but also on those who keep you in business—your customers. After twenty years of leading in the field of employee engagement training we advocate that you turn your employee engagement process upside down to truly help employees be advocates, give extra discretionary effort and intend to stay over the long-haul.

  1. Line Leaders.  Make employee engagement the responsibility of line managers and leaders, not just human resources. Provide the necessary engagement tools, monitor progress and manage performance accordingly.
  2. Skill Building.  Consistently provide your managers (and their managers) with the communication, problem solving and conflict management skills and tools required to have open and constructive two-way conversations with their team about improving employee engagement and retention.
  3. Check-ins.  See that managers check in regularly with their entire team…both formally and informally…to assess engagement levels, gather feedback and handle problems while they are still small.  Engagement pulse checks can also be used to gather more frequent employee engagement trends.
  4. Customer-Centricity.  Listen to your customer-facing employees for their thoughts on how to keep their morale high and how to delight your customers.

To learn more about improving employee engagement, download the Top 10 Most Powerful Ways to Boost Employee Engagement

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Hyperion

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HR Project Manager - Training & Development, PHR

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Kim Silva, CFO

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Maya Paul
HR Director

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

Linda Mitchell
Training Manager

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.

Chris Wells
Vice President, HR and IT

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.

Jeff Rangel
Director of HR

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

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

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

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

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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Senior HR Manager - Staffing, Training, & Development

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

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Firmware Engineering Manager

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Stephanie Webb
HR Program Manager

Rambus

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