Using Employee Engagement to Drive Retention: Biotechnology

Engaging and retaining top talent during times of change at a Biotech Company

Client Case Study

Situation

This Biotech Company is an industry leader in the field of antibody discovery and development. Over the past 30 years the company has built strong intellectual property, technology platforms, and capabilities to engineer cutting-edge therapeutic antibodies that have the potential to transform medicine and reshape people’s lives.

To capitalize on a significant market opportunity that would have a major impact on the company’s future, the company launched a strategic initiative to develop its Leaders, Managers, and Management Systems. Shortly thereafter, the poor economic conditions affected the company, requiring a workforce reduction and increased workloads for the remaining employees.

The leaders wanted to quantitatively assess the level and breadth of commitment and engagement in the organization. Specific objectives included:

  1. Measure the level of engagement and commitment employees have to the company and strategy.
  2. Assess the effectiveness of investments in key Human Resource initiatives.
  3. Determine how effectively the company is managing areas that are most important to employees.
  4. Identify specific areas where leaders can take informed action to increase employee engagement.
  5. Benchmark employee engagement to assess the effectiveness of future Human Resource initiatives.

Complications

The biotech company recognized the importance of maintaining a strong, focused team during this critical time. They were especially concerned about:

  • Increasing employees’ level of alignment and commitment to the company’s vision and mission-critical strategies
  • Losing key talent
  • Improving the effectiveness of the current leadership practices and management systems vis-à-vis an environment that fosters commitment
  • Understanding key actions that leaders could take to maximize commitment and minimize risk

Approach

We used a best practices employee engagement survey that was initially developed in a landmark study to identify the key relationship between management practices and employee retention. Based upon ongoing engagement research, the employee engagement survey tool has continued to evolve and improve over the last 10 years.

Additional aspects of the approach included:

  1. Customizing the Employee Engagement Survey to provide feedback specific to the company’s culture, strategic objectives, business practices, and organizational systems
  2. Piloting the Employee Engagement Survey with a Test Group to ensure cultural fit and technical functionality
  3. Marketing the Employee Engagement Survey to the organization to encourage participation
  4. Assisting the company to analyze the results and identify key next steps
  5. Providing online and just-in-time reporting capabilities so the company can provide specific Engagement Feedback to its managers when needed
  6. Initiating action around “quick hit” items

Results

The feedback from the engagement survey confirmed that the organization is well aligned to achieve its key strategic objectives and that people are highly committed to the success of the organization. It also highlighted issues that could undermine the company’s pursuit of its objectives – especially if there was a shift in the economic conditions.

Key Drivers of Success:

  1. High survey response rate signifies a high trust environment where employees’ voices are heard
  2. Commitment to the company’s success was the most important survey item for 93% of employees
  3. 85% of employees were clear on how their specific goals contributed to the company’s success
  4. 82% of employees were engaged in “challenging and interesting” work
  5. Data also signified that the workforce is:
    • Charged up about the opportunities that lie head
    • Strongly bonded with their manager, team, and coworkers
    • Satisfied that they have learned and grown during their tenure at the company

Engagement Opportunities:

While the results of the survey showed a solid foundation for achieving company strategic objectives, there were areas that could impact engagement and retention if not addressed:

  1. Career paths, opportunities to progress, and support are not clearly visible to employees
  2. Visibility to career opportunities at the company is low
  3. Requirements for advancement in the company are unclear
  4. Employees do not feel that their managers know how they would like to be personally rewarded
  5. A lack of understanding of the business strategy impacts employee confidence in the company’s future
  6. There is a segment of employees who feel challenged to manage their workload

Taking Action:

The company wanted to show their commitment to employees with an immediate response to the key problem areas followed by more systemic approaches.

Quick Response:

  1. A career self-management class is being rolled out to enable employees to take greater responsibility for their career development and management within the existing system
  2. A workshop on managing pressure and workload is being rolled out for employees who are experiencing high workloads and levels of stress in their work

Systemic Response:

The leadership is in the process of developing more systematic approaches that provide greater focus on career management, communications, and personal rewards.

Human Capital Index

This is the first year that the company has a done an employee engagement survey. It achieved engagement scores that are extraordinarily high compared to a decade of LSA benchmark scores.

The survey results can be clearly attributed to the company’s significant investment in developing its managers, leaders, and individual contributors over the last 10 years.

The survey also highlighted areas where the company has under-invested. Moving forward, the company now has visibility to manage its human capital investments with greater precision and with the ability to measure the effectiveness of their efforts.

Related Information

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

I wanted to let you know how much I enjoyed working with LSA on the design and delivery of the experiential new employee on-boarding training. I’ve been getting tons of positive unsolicited feedback. You truly exceeded everyone’s expectations.

Steven Gray
US Enterprise Services

I contacted LSA to help us with leadership development. LSA worked with me to identify a solution that would match our needs as well as our personality. The solution was such a huge success. It received rave reviews. I would highly recommend LSA to other companies.

Karen King, SPHR
Manager, Human Resources

Alliance Data

We have had a very beneficial partnership with LSA for over 2 years. The recent Leadership Development Program that they designed and customized with us to help us identify, develop, and retain top leaders in the organization was a huge success. It was instrumental in helping take our company and our key people to the next level. I would recommend their training and consulting services to anyone looking to develop and retain top talent.

Steve Janowsky
Vice President of Operations

Proxicom

LSA demonstrated the criticality for executives to look beyond current ethics topics and focus on applying fundamental values in everything they do to demonstrate true leadership. They successfully delivered in two hours what most leadership development presenters would spend an entire day trying to communicate.

Nick Voyvodich, SPHR
HR Manager

Fujitsu

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

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

A key to performance improvement is strongly linked to cultivating the proper type of motivation. Since the performance management training, I have been much more focused on identifying and discussing how our actions in Engineering create value to IGT’s success. So far, the feedback has been positive. The group appears to be more accountable for their actions, and victim loop reactions are less frequent. The value proposition for me and those groups we work with is better teamwork, higher spirits, and a better outlook for things to come in the future (renewed enthusiasm).

Stewart Thoeni
Mechanical, HW Engineering Director

The LSA customized Organizational Alignment Survey gave us a comprehensive view of how our employees experience our culture, talent and strategy.  Equally important, the survey and implementation process goes well beyond the typical engagement survey.  The systemic approach provided us with a great forum to discuss the strengths and opportunities in our organization, and then to quickly get focused on the key actions critical to executing our business and people strategies.

Mark Forrest
General Manager, FSM Division

Trimble

We held our 1st Year Academy for our new associates last week, and the segment that LSA helped us redesign went exceptionally well. Their instructional design skills made it more relevant, more interactive, and more engaging. We greatly appreciate what LSA did to help us greatly improve a key component of our program!

Larry Brown
Senior Manager, Training & Professional Development

We partnered with LSA to help custom design, deliver, and measure an advanced new employee on-boarding and measurement process. The process was well thought out and bought into by sales leadership. The combination of targeted sales tools, technology, coaching, performance plans, training and reinforcement made all the difference.  The pilot program in EMEA was a big success and the solution quantifiably improved new employee and hiring manager satisfaction and increased the speed to sales quota for new hires. We are continuing to work with LSA Global to scale the program in other GEOs and expand to cover more roles at VMware.  I would recommend LSA Global for any sales enablement team looking to increase the engagement and speed to productivity of their sales force. We are excited to implement the program globally across VMware as we continue to scale.

Rochana Golani
Director, Global Field Readiness

I’m not sure if I’ve run across a company that can match the depth and quality of LSA’s consultants and facilitators. I highly recommend LSA to anyone seeking a strategic training outsourcing and consulting partner to improve performance.

Jeff Coon
VP Human Resources

Exelixis

Redwood Trust looked to LSA Global as a consulting partner to help us explore innovative and scholarly approaches to promote employee engagement and sustain the unique culture we’ve built over the last decade.  LSA helped us perpetuate coaching as a discipline across the organization by integrating our core values, goal setting and performance management under an interactive coaching program.  We appreciate LSA’s commitment to cutting-edge practices to help keep us a step ahead during this time of rapid change.

Rosalyn Chan
Vice President, Human Resources

Redwood Trust

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

Having a training outsourcing partner like LSA to support our training and development needs has been a real benefit. In an emerging company where typically you can’t afford the infrastructure necessary to provide a full range of development venues to meet the broad needs of an organization, having an external partner who understands our business and our culture and offers everything from a wide range of open enrollment programs to customized organizational development consulting is almost as good (and in some cases better than) having your own internal Training and Organizational Development function.

Chris Wells
Vice President, HR and IT

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