To Engage or Not To Engage…Employees Have a Choice

A man is puzzled over which choice to make

Never forget it. Employees can choose to be engaged and give it their all or not. They have a choice and so do you as an employer. You can choose to care about the level of employee engagement at your organization, conduct an assessment so you know just where you stand, and then directly address the areas where employee engagement drivers are low.

Why should you care? Here is what we learned from our research study of over 400 firms across eight industries. The level of engagement matters a lot to your bottom line.

We firmly believed that companies and teams who align their culture and talent with their strategy consistently outperform their peers. We knew that employee engagement was a significant factor in high performing companies. But the actual number results were quite astonishing:

• Highly aligned companies grow 58% faster and are 72% more profitable than unaligned companies and they outperform those companies at the employee engagement rate of 16.8-to-1.

It follows, then, that a high level of employee engagement correlates directly to an organization’s performance…in other words, its bottom line health now and into the future.

We recommend that you as a leader care a lot about how engaged your employees are and that you check out where your company stands vis-à-vis key employee engagement benchmarks. “Gut feel” is one way. You should have a pretty good sense of whether or not your workers are glad to come to work each day and show that by choosing to stay, expending discretionary effort and working collaboratively with their teams. A far better test, however, is to conduct an employee engagement survey that is properly introduced, effectively implemented, anonymous, and part of a top-down commitment to take action according to the results.

Employee engagement training may well be part of what you decide to do to improve your workers’ level of satisfaction. Somewhere along the line, however, you will find that your leaders need to be charged with ensuring that the company is run in accordance with these four important principles:

1. Relationships
People like to feel that they are working on teams where members support and trust one another. They value feeling connected to their coworkers and working toward a common and meaningful goal. Trusting relationships are built on mutual respect.

2. Mission
Employees want to know that what they do matters. They feel more engaged when they can see that the work they do is meaningful. It has a purpose beyond simply making money; the company and what it stands for will make something or someone better.

3. Rewards and Recognition
Employees should be very clear on what they are expected to do and how their performance will be measured. When they excel, they like to be appropriately appreciated. By the same token, they should be held accountable for sub-standard performance. Recognize and validate desired behaviors and have fair consequences for sub-standard work.

4. Knowledge Sharing
The best companies value transparency and information flow. They share information about company strategy to include and involve all employees. Information should be openly shared in both directions from top to bottom. This means that leaders must make a concerted effort to stay in touch with employees’ thoughts and ideas. This is the way to include everyone in the company vision and planning.

 

Take our free employee engagement health check to benchmark where you stand.

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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.

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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.

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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

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

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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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