5 Game Winning Employee Engagement Strategies That Work

employee engagement strategies that win you awards

When it comes to increasing levels of employee advocacy, discretionary effort and intent to stay, some employee engagement strategies are better than others.

If you are serious about improving your workplace performance and achieving outstanding levels of employee engagement, you need to recognize that increasing employee engagement is not easy…but the payback is significant. Companies with higher levels of employee engagement report:

  • 12% greater customer satisfaction
  • 18% increased productivity
  • 51% fewer voluntary job losses

Companies with lower levels of employee engagement report:

  • 12% lower profits
  • 19% less operating income
  • 28% decreased earnings per share

How do you get to become a great place to work and follow through on your commitment to greater employee engagement? It takes genuine interest in employee feedback, sound data, hard work and employee engagement strategies that are designed to have a true impact on the business. That’s what can make the difference between superficial promises of a better work environment and real change.

Here are five recommendations for your overall employee engagement strategies so you, too, can be a winner at the “game” of achieving a winning level of employee advocacy, discretionary effort and intent to stay:

Gather employee feedback

  1. Do it annually to foster the highest levels of employee engagement. If less frequent, the data loses its relevance and there is no consistent process for employees to give more up-to-date feedback. With an annual system in place, employees trust the initiative.
  2. Your first survey should ask specifically for feedback. In subsequent surveys, you should add questions like the following to be sure that what you have learned is being effectively implemented for the employees at large:
  • Did your manager share survey results with the team?
  • Did your team come up with a plan of action to respond to the issues raised?
  • Do you believe that company leaders are fully committed to addressing and solving those issues?
  • Has anything changed as a result of the employee survey? If so, what?

Disseminate Survey Results

  1. Select the medium of communication that will be the most effective for each group. Webinars and emails may work best for remote employees; but, whenever possible, rely on in-person communication with ample opportunities for employees to ask questions and air concerns. We advise our clients to use a multi-step communication model for sharing results.
  • Begin with a high-level summary of results by the CEO at an all-hands session.
  • Include the topic of employee engagement at all team meetings…large and small. Welcome discussions on how to build engagement strength and where to look for areas of opportunity.
  • Create cross-functional teams that commit to coming up with recommendations on how to increase engagement in a few of those promising areas.
  • Make sure that those recommendations are shared with senior leaders so they have the information they need for improvements specific to their area of the business.

Hold Leaders Accountable

  1. Give managers the authority and responsibility to drive the engagement initiative and take ownership for addressing and handling their team’s issues.
  2. Monitor and publish results…not in the spirit of punishment for those whose results are poor but in the spirit of sharing best practices. Make it clear that directors are accountable to coach their managers toward the goal of improved engagement.

The Bottom Line

Just about any corporate initiative that succeeds has these common factors:

  • Clear goals
  • Shared results
  • Employee involvement
  • Leadership’s follow-through.

If you can effectively communicate the potential value of an engaged work force not only to company leaders but also to the general employee population, include everyone in the conversation about how and where to improve, and sustain the effort over time, the winners’ podium is yours.

To learn more about game winning employee engagement strategies, download The Top 10 Most Powerful Ways to Boost Employee Engagement.

 

 

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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.

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Intuit

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

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

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

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