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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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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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

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP 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.

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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

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

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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.

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Director, HR Business Partner

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

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