Getting Executive Buy-in for Employee Engagement

Executive Buy-In for Employee Engagement A man stands at a crossroads and must choose the problem or the solution path for better employee engagement

Do You Need to Get Executive Buy-In for Employee Engagement?
Are you looking to boost employee engagement at your company? After more than two decades of working with clients to improve their working environments so employees are fully engaged, we know one thing for sure—unless you get executive buy-in for employee engagement, success is doubtful.

The Three Big Steps to Get Executive Buy-In for Employee Engagement
The very first step to take is to define the problem in a way that will make executives sit up and take notice. Only when the problem of lagging employee engagement is articulated in a way that leaders care about will they spend the time and energy to help craft a solution. And only when executives are fully engaged in the process will you achieve your goal. First the problem…then the solution.

1.  Define the Problem with Hard and Relevant Data
Executives need to understand that low employee engagement is not just a “soft” problem. The costs of disengaged employees and unwanted attrition are well understood. According to four recent studies, the impact of lower employee engagement scores is pretty startling:

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

While higher employee engagement scores correlate to:

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

Be crystal clear about the problem you are trying to solve and the value of solving it compared to other strategic priorities.  Use hard data from employee engagement research and incorporate attrition data, exit interview data and employee feedback to make your case.

2.  Agree Upon Answers to the Following Questions Before You Start

  • Are Your Leaders Committed to Making It a Great Place to Work?
    Based upon over 500,000 employee engagement survey participants per year, this question has the highest correlation to overall employee engagement levels. In other words, before you embark on an engagement initiative, ensure you have leadership’s expressed commitment and follow through.
  • Is Senior Leadership Committed to Responding To The Results of This Survey?
    After your teams have openly discussed the findings and what they mean for them, it is time for the team come to agreement on the 2-3 key engagement areas that deserve the most attention.  Can your leaders commit to making it happen in conjunction with other business priorities?
  • Do Your Managers Have the Capability and Willingness To Share Engagement Survey Results?
    Leaders and managers must be able to effectively share and discuss survey results with their teams so that employees feel heard and have faith in next steps to make their company a great place to work.

3.  Present Your Plan
Schedule a presentation to leadership. Be well prepared with back-up data that shows how you came to your final recommendation.

  • Be prepared with succint answers to the questions they are likely to ask
  • Use only a few slides to present how your approach fits into the overall business and people strategies
  • Then get agreement on next steps

The Bottom Line
Once you have executive buy-in for employee engagement, the fun begins. Make sure you and your leadership team is set up to succeed before you start with hard data and a plan for success.

To access the latest  engagement and retention thinking to improve your chances to obtain executive buy-in for employee engagement, Download Our Employee Engagement and Retention Toolkit Now

Share:
Facebook Twitter Google+ Email LinkedIn

Comments are closed.

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

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.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

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

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

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.

John Mastrorilli
FRDP Leader

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

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

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.

Phyllis Moracco
HR Director

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

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.

Laurie Torres
Chief People Officer

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

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.

Sandeep Kumar
Director, Software Engineering, EPG

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More