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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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

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

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

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

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.

Suzanne Kinner
VP Human Resources

Blackhawk Network

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

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

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

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

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

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

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 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.

Tracy Esposito
Director, HR Business Partner

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