7 High Performer Employee Engagement Warning Signs

A dial showing quality level high so you can watch out for High Performer Employee Engagement Warning Signs

Top High Performer Employee Engagement Warning Signs
Do these high performer employee engagement warning signs exist on your team?  Engaging employees is an ongoing challenge for organizations who want to grow and succeed. Engaged employees:

  • have higher levels of advocacy, discretionary effort and retention.
  • are 40% more productive than their unengaged counterparts.

The Early Warning Signs
The challenge for companies, however, is to pay attention to the early warning signs that your levels of employee engagement are at risk.  Here are the top seven high performer employee engagement warning signs from our Best Places to Work Employee Engagement Survey Data:

1.  Lack of a Voice
In too many companies, there is a bureaucracy that reigns…and often just by its sheer weight. All too often, policies, rules and processes that were initially created with good intentions, impede the agility that high performers need to succeed. Top talent likes to “get things done” and have a voice in the rules they must follow.

2.  Lack of Career Development
High performers are invested in learning, growing and facing ever greater challenges in their work. If there’s not a compelling future path that entices them, they are likely to look elsewhere to build their career. If you want to engage and retain your top talent, ensure that they find their work challenging, see growth opportunities and are able to utilize their strengths.

3.  Lack of an Engaging Project
The best talent looks for work that has real impact and inspires their passion. They quickly lose interest in working on something that anyone else could do. They thrive on projects that are well matched to their interests and skills, have visibility and will make a lasting difference.

4.  Lack of a Vision
Unless your company and your teams have an inspiring vision that excites your employees and gives their work meaning, your “A” players may become disengaged.  To engage top talent, make sure they believe the organization will be successful in the future.

5.  Lack of Accountability
High performers expect themselves and those around them to be held accountable for their performance and their behavior along the way. If all workers are not held responsible for maintaining performance and cultural standards, higher performers will eventually lose their motivation to get results.

6.  Lack of Confidence in Leadership and Team
If high performers lack confidence in their immediate boss, the team or the company leaders, they are at risk for leaving. High performers need to believe leadership is trustworthy, capable and responsive to change.  To engage top talent, make sure they trust your senior leaders to lead the organization to future success.

7.  Lack of an Open Environment
High performers thrive on new ideas and innovative approaches. In fact, most high performers become bored doing the same things the same ways. Top talent thrives on sharing ideas, the transparent flow of information and always looking to improve.

The Bottom Line
No company can afford to lose its key employees. Make sure you are doing all you can to retain your high performers. Engaging them at a high level will serve you well and they won’t end up in the so-called greener pastures of your competition.

To learn more about boosting employee engagement levels of your high performers, download The Top 6 Forces Driving Employee Engagement and Key Strategies to Move the Engagement Needle

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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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Elizabeth Siebert
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Intuit

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

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FRDP Leader

Intuit

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.

Robert Breckner
Firmware Engineering Manager

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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Emily Couey
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LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

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Thoratec

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

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Susan Anderson
Workforce Planning Bureau

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

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CEO

Edify

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