How Culture and Employee Engagement are Linked

two men are pushing giant puzzle pieces together of Culture and Employee Engagement

Culture and Employee Engagement are Linked
We believe corporate culture and employee engagement are two pieces of a puzzle that fit perfectly together and are not complete without the other. That is how closely they are linked.

Organizational Culture
Let’s start with organizational culture. While different pockets of culture can exist in various teams and geographies within a company, we think of organizational culture as a company-wide construct. It is “The Way” things truly get done on a day-to-day basis.

Organizational culture is made up of the behaviors and practices of the company as a whole. It includes the known and unspoken values, beliefs and assumptions that underlie how and why things get done. Organizational culture represents the norms that define how employees behave and what they believe.

Culture and Performance
And, in terms of performance, organizational culture matters. Our organizational alignment research found that corporate culture accounts for 40% of the difference between high and low performing organizations.

Employee Engagement Is About Organizational Health
We believe that measuring and improving engagement is a powerful talent management tool to help attract, develop, engage and retain top talent. We think of employee engagement as looking at an individual employee’s level of advocacy, discretionary effort and intent to stay. Employee engagement surveys typically help leaders and managers understand how their individual employees feel about their work situation.

And while engagement certainly provides a perspective about the impact that the overall culture has on employee’s attitudes toward their job, we do not believe engagement fully measures cultural effectiveness. We see high levels of employee engagement as an outcome of a healthy organizational culture, not the cause.

Employee Engagement and Performance
Like workplace culture, employee engagement also matters in terms of business performance. On average, highly engaged employees create:

  • 18% greater productivity
  • 12% higher customer satisfaction
  • 51% less voluntary turnover.

How Does Culture and Employee Engagement Fit Together?
Through our work with clients in the field of high performance both in terms of organizational culture and employee engagement, we have found that organizations with stronger cultures also have a highly engaged workforce.

Three Cultural Components Have The Highest Correlation To Higher Levels of Employee Engagement

1. Alignment with Goals
You will know alignment is happening when employees:

  • Understand the company’s plans for future success
  • Believe the organization will be successful in the future
  • Can articulate how their job helps the organization achieve success
  • Know how they fit into the organization’s future plans

2. Trust in Senior Leaders
You will leadership trust is happening when employees:

  • Trust the leaders are setting the right course
  • Believe the senior leadership team is up for the task of leading the company to future success
  • Feel the leaders are honest, trustworthy and demonstrate integrity

3. Feeling Valued
You will know employees feel valued when they:

  • See meaningful investments being made to make employees more successful
  • Feel valued as the company’s most important resource
  • Are rewarded and recognized proportionately for contributing to the organization’s success
  • Believe that leaders are committed to making it a great place to work

The Bottom Line
Strategic Clarity – To improve performance, start with a compelling, believable and implementable strategy that is clear enough to guide an individual’s work. Strategic clarity provides the solid foundation from which everything else flows. Strategic ambiguity creates ineffectiveness and inefficiencies.

Aligned Culture – Once your business strategy is clear enough to act and people are committed to it, it is time to shape and align your corporate culture to purposefully drive your strategy forward. Smart leaders invest the time and effort to create the environment necessary for their employees to perform at their peak.

Differentiated Talent – Once your strategy is clear enough to act and you have aligned your high performance culture for that strategy, it is time to attract, develop, engage and retain talent that fits your unique situation. This is where employee engagement should be understood within the context of your organizational culture, business strategy and talent management plan.

When you have a compelling direction, a culture that works and employees who are fully engaged, you have a winning combination that is hard for your competitors to replicate.

To learn more about culture and employee engagement, download Employee Engagement and Retention Best Practices Toolkit for Leaders

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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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I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

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Chief People Officer

We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

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.

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Kim Silva, CFO

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LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

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Vice President, Human Resources

Hyperion

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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HR Program Manager

Rambus

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