Employee Engagement: Is It Actually Possible?

A cartoon man is chasing a moving target

Does it sometimes seem as if your goal of employee engagement is a moving target and, therefore, unreachable?

From our experience working for nearly twenty years with clients who recognize the importance of employee engagement, we like to encourage them to think in terms of meaningful and continuous improvement.

100% employee engagement may not be possible, but the more you increase your employee engagement ratings, the better your future business outlook. Our studies show that engaged workers are over 40% more productive and more effective than their unengaged or hostile counterparts. That should be well worth your efforts to increase employee engagement…it can have a huge impact on your bottom line.

So the question becomes, how can you go about increasing your employees’ loyalty to the company and intention to stay, their commitment to high performance, and their willingness to exert discretionary effort?

  • The role of trust
    What we know for sure is that trust plays a significant role in levels of employee engagement. Workers who “love the people” they work with value the relationships they have built on their team. And this “love” spills over to a loyalty to their company. But the kind of trust that is fundamental to high employee engagement goes beyond trusting team members. Employees also need to trust their senior leaders. Do they believe the company leadership to be competent and ethical? Does the culture modelled at the highest positional levels promote the kind of trust needed for open communication? Do they believe that senior leaders are setting the right course?Employees want to see that their ideas are welcomed and valued and even their criticisms are thoughtfully received and acted upon. This requires that leaders themselves acknowledge mistakes and honestly share business plans and financial results so there are no unwelcome surprises. When you hide bad news, you undermine employee faith and confidence in the organization.
  • The role of sharing
    Beyond sharing ongoing news of the business, leaders, to encourage higher employee engagement, should share rewards when times are good and targets are met. This helps employees see a direct connection between their performance and business results. And that direct connection increases their feeling of responsibility to their own success and the success of the company. By the same token, when times are bad, all must share in the pain…executives as well as employees. The incredibly and disproportionately high salaries of some executives can weaken the trust and loyalty of employees very quickly.
  • The role of training and development
    Certainly opportunities for learning and development and the power to co-create one’s own career path do a great deal to enhance employee engagement. But don’t overlook opportunities for employees to grow their skills and expertise across different functions. The more experience they have working with others, the more they are likely to build their soft skills…and those are the skills that will help them advance in any arena.

If you are serious about an ongoing improvement in employee engagement, be sure you focus on your corporate culture. See that it is built on a strong foundation of trust, open sharing, and multiple development paths. Your employees will pay you back generously with their loyalty, their hard work, and their enthusiasm for the company.

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Download our engagement whitepaper: Are You Aimlessly Engaging Employees?

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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

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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.

Linda Mitchell
Training Manager

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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

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

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What a refreshing change from the half-baked psycho-babble you normally get from “training” organizations. LSA gives you the assistance you need to define and reach your goal, and then they give you a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

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I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

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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.

Anita Luckinbill
Director, Human Resources

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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

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Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

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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

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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

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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.

Margaret M. Mader
Vice President, Human Resources

Hyperion

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

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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

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LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

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Director of Human Resources

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