3 Steps to Combat Disturbing Employee Engagement Statistics

Combat Disturbing Employee Engagement Statistics

Are you and your talent leaders doing what it takes to combat disturbing employee engagement statistics?

As a company leader, how many of your employees would chime in honestly with an overall  “I love my job” reply to your employee engagement survey?

According to a recent report by Gallup on the State of the American Workplace, only about one-third of American workers are engaged on the job. In addition, over half of American employees just check in and go through the motions. This is not the way to build a thriving economy…much less a business healthy enough to grow and succeed into the future.

As we work with our clients who are committed to improving employee engagement, we advise three steps to combat disturbing employee engagement statistics: assess, select and follow up.

  1. Assess employee engagement levels
    You need to figure out what’s missing for your employees. Whether you use an employee engagement survey proven to get real answers from your unique employee population , you use well-chosen focus groups or you simply open the “floor” for discussion around what could make your workplace better, you must ask the right questions and be prepared to deal effectively with the answers.
  2. Select the employee engagement actions that matter most
    Look at the employee engagement results and choose the critical few factors that would have the most impact on employee engagement. You can’t address everything at once. Prioritize the factors that will move the needle the furthest and the fastest vis-à-vis your unique business strategy and corporate culture.
  3. Follow up
    Keep your workforce informed throughout the process…the reason for measuring and trying to improve employee engagement, the results, the steps you will take to improve, and the measure of progress.

An Example
Chances are you will find that your managers play a huge role in either keeping your employees happy or pushing them to look for opportunities elsewhere. And what we have found is that it is often management’s problem with communication that is at fault…managers don’t communicate often enough on a personal level, they don’t recognize good work and celebrate successes, and they don’t share timely information that would help employees make good decisions on their own.

A quick win for one client was learning that their employees were unaware of the all the benefits due to them.  We know benefits are often used to attract and retain talent. Companies offer benefits like health insurance, investment plans, flexible work hours, generous vacations, a company car, in-house day care and paid time off in addition to more frivolous perks like gourmet cafeterias, on-site dry cleaning and auto service, free gym memberships, etc. But none of these benefits makes a difference to your workforce’s level of engagement if employees are unaware of them. Managers need to be better advocates of their company by touting all it has to offer and be better advocates of their employees by working for benefits that are of the most value to their team.

Employee engagement matters to your bottom line. Keep your employees committed to their jobs and doing their best by seeing that your managers connect positively and frequently with their direct reports.

To learn more about how to combat disturbing employee engagement statistics and to communicate better with your teams, download Leading Virtual Teams – Top 4 Challenges and 3 Winning Communication Strategies

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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.

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HR Project Manager - Training & Development, PHR

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

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Director, Software Engineering, EPG

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.

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Chief Financial Officer

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Director, 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.

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Vice President, HR and IT

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

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HR Director

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

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Business Development Manager

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

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Human Resources Business Partner

Intuit

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

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Senior Manager, HR Destiny Sales Region

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.

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HR Director

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

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HR Manager

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Training Manager

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