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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HR Manager

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

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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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.

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