How Would Your Employees Rate Their Engagement Level?

Shadows of business people are superimposed with arrows up or down as ratings of their engagement

Do you have any clue as to how your employees would assess their level of engagement in your company? Few of us do until we conduct a comprehensive employee engagement survey.

In the meantime, you should know that, according to an assessment of over 2,000 American workers from the Pew Research Center, workers are less satisfied with their jobs today than they were 20 years ago. You should care…a lot.

We have learned from our clients that companies that can boast strong levels of engagement have higher earnings per share as well as being better able to withstand and survive through economic downturns. Our research into employee engagement included surveying more than 500,000 workers across more than 5,000 organizations annually. Results showed that more than 70% of employees are NOT fully engaged in their work and have no real emotional commitment to their jobs or organization. What is the cost to US businesses? Over $270 billion dollars a year. Whereas, if you increase employee engagement, you can reap a 2-3% increase in operating margin.

So what can you do? Certainly a quality employee engagement training program would give you the context you need to begin the process of improving engagement levels. Essentially, you will need to:

  1. Improve and increase communication
    Employees should feel free to speak with each other and with management in honest, straightforward ways. Leaders need to make themselves available for questions and concerns, to listen carefully and follow through on any action they commit to. All relationships…up, down and sideways…will be improved.
  2. Be fair and show appreciation for jobs well done
    Do not single someone out for special treatment unless they have earned it and the team shares appreciation for their extraordinary effort. You need to say “thank you” in a way that they value…a simple pat on the back or a pizza break in their honor or a Monday morning off. The wrong show of special treatment, i.e., favoritism, can destroy morale and engender politicking.
  3. Provide development opportunities
    No one wants to hit a job ceiling. Make sure you continue to develop your employees’ skills in a way that takes advantage of their strengths and interests. Help your high performers create a career path that keeps them focused on their future and keeps them with the company. According to US Labor Secretary Elaine Chao, “Every year, about one-third of our workforce changes jobs, largely to take advantage of better opportunities.” Rather than feel a need to change jobs to get ahead, your top talent should feel able to advance satisfactorily in their current organization.

Employees want to have a sense of meaning in the jobs they do. After all, they spend at least 40 hours a week at work. The more they feel their time is well spent and meaningful, the higher their level of engagement. Do all you can to promote the engagement of your employees. Their commitment and loyalty will pay off in dividends and you all will enjoy a great place to work.

 

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We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

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.

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Roche

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.

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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.

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Learning & Development

ebay

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

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

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VP of Human Resources

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

Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

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Blackhawk Network

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

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

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

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.

Emily Couey
Director of Human Resources

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

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’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

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