For Employee Engagement and Retention, What Is Missing?

A target is focussed on Skills and Job but employee engagement training shows you need more

Employee engagement training teaches that, when hiring, you must try your best to match the candidate’s skills to the job. But that is not enough. What critical piece is missing? The job seeker’s fit to your corporate culture.

No company wants high levels of disengagement or employee turnover. It costs too dearly!

The Cost of Disengaged Employees
Highly engaged employees correlate to 18% greater productivity, 12% higher customer satisfaction and

51% less voluntary turnover while disengaged employees create:

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

The Cost of Employee Attrition
By most estimates, each employee that leaves their employer costs the organization 1.5-to-2 times the employee’s fully loaded salary. And that doesn’t take into account the waning productivity before they left, the effect on the morale of others on the team, or the time off the job for those involved as the selection process begins again.

What to Do?
The best cure for high levels of employee disengagement and turnover is to understand why people are disengaged and leaving and then to do something about it.

Employee Disengagement
Let’s start with disengagement.  Employee engagement training experts know that the first step is to use a valid tool to measure level of employee engagement.  Our Best Places to Work Employee Engagement Survey breaks employees into four profiles:

  1. Highly Engaged: Those employees with highly engagement favorable ratings who:
    1. Are Advocates of the organization, its leaders, managers, employees, products, quality and future outlook
    2. Give high levels of Discretionary Effort and are always thinking of ways to do their jobs better
    3. Intend to Stay over the next 12-18 months because they feel loyal and connected and it would take a lot to get them to leave
  2. Moderately Engaged: Those employees with moderately favorable engagement ratings who are holding back where there is often the greatest opportunity for increased performance
  3. Barely Engaged: Those indifferent employees who lack motivation and are at risk for leaving
  4. Disengaged: Those employees with negative engagement ratings who lack commitment and are most likely impacting the productivity of others

The engagement survey results also identify the current top ten drivers of engagement and the top three actions most likely to significantly improve employee engagement and retention.  For example, one recent fast growing technology client had 32% of its population profile as Moderately Engaged and identified three action areas related to goal alignment, trust in senior leaders and feeling valued as the key areas to improve their levels of employee engagement.

Employee Retention
Employee engagement data shows that employees leave primarily because first they don’t fit into the organizational culture and second because they aren’t able to consistently succeed in their job role. And, of course, it is generally a combination of these two factors that are the cause of turnover.

Let’s look at four situations that might cause an employee to leave:

  1. A poor fit for the corporate culture and a poor producer on the job
    This is an employee you don’t want to stay. Even if you can boost their skills, they will never change enough to truly fit. Workplace culture matters as it accounts for 40% of the difference between high and low performing organizations. It is the way employees behave when no one is looking. It includes the norms and standards of behavior that permeate the organization…the unwritten rules of how employees get things done and how they relate with one another. A misfit will drag others down with the friction of their unacceptable modes of behavior.
  2. A poor fit but a high producer
    The good news is that they do their job well. The bad news is that they are most likely damaging the rest of their team. This was probably a hiring mistake where there was not enough attention paid to corporate culture fit and too much paid to the skills the candidate brought with them. These are often the toughest employees to let go because of their production, but their departure often brings a breath of fresh air for a team.
  3. A good cultural fit but a poor producer
    In this situation, there is a lot a good manager can do. Does the job role take into account the employee’s strengths and interests? Does the employee need additional training and coaching to develop relevant skills for the job? These are the employees where you look to provide the necessary support for them to lift their contribution.
  4. A good fit culturally and a good performer on the job
    Do whatever you can to keep this employee on board. What can you change to keep this employee from leaving? Evaluate the relationship with the manager; take a look at the job role and how it aligns with the overall business strategy; examine the rewards and recognition systems; be sure there is a path forward for high performing employees. These are all factors that help engage and retain top talent.

Smart hiring is the first step to employee engagement and retention. With a specific job profile based on high performing employees and your strategic direction combined with a clear understanding of the culture that works in your organization, you are in a position to engage and retain top talent.

To learn more, download The Top 10 Most Powerful Ways to Boost Employee Engagement.

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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

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 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

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

We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.

Julaine K. Souza
Senior Vice President

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

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

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

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

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.

Frank J. Kuypers
Business Development Manager

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 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

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.”

Beth A. Taylor
Vice President of Human Resources

Thoratec

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

Debra Martucci
Vice President, Information Technology

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

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