Engage & Retain

How to engage and retain “A” players to move the business forward.

“LSA Global’s ability to engage and retain talent has been a blessing.  They have designed and delivered our Employee Engagement Survey for the past 3 years. Their ability to help us sort through complex organizational changes that impact reporting, and provide flexible, customized information gives a high level of comfort and confidence in the work. The survey results have helped us identify and take actions to engage and retain talent while addressing the concerns of our Gen Y workforce. In all, LSA provides us with great value and expertise, and I would highly recommend them.”

Mike Normant | Senior Director Training | ServiceSource

How you engage and retain talent matters. If you take care of your employees, they will take care of your business. According to the Bureau of Labor Statistics, over 2.7 million people quit their jobs each month.  The business costs and benefits of employee engagement and retention are hard to ignore.

According to four recent studies, disengaged employees and unwelcome attrition create greater than 10% lower profits, almost 20% lower operating income, and up to 30% lower earnings per share. Conversely, higher employee engagement correlates to nearly 20% greater productivity, more than 10% higher customer satisfaction, and up to 50% less voluntary turnover.

Research has identified over three hundred potential engagement drivers and confirms that only a “vital few” make a significant difference for each organization.

Before investing in engagement and retention solutions, make sure that you truly understand the critical factors required to target high value employee groups for your unique situation.Then equip your leaders and managers with proven tools and strategies to enable them to mobilize their employees’ energy and commitment to be engaged, retained and aligned with your business strategy, priorities, and initiatives.

Studies show that engaged workers are over 40% more productive than their unengaged counterparts. Yet, a whopping 70% of workforces are at best complacent and at worst actively disengaged. Creating a competitive advantage through people requires both a top down engagement strategy and a bottom up approach to motivating and retaining individuals.

A recent study of over 1,200 employees across 12 US-based companies found that 45% of employee engagement is accounted for strictly by management practices. Another 15% is influenced by organizational systems.

Most companies have just scratched the surface of the benefits that employee engagement and retention can have on their bottom line. Employee engagement should be viewed as a strategic tool for optimizing workforce contribution.  To be effective, it should be considered in all aspects of leading and managing within an organization.

Our approach to Employee and Retain Talent has four key components:

    1. Identify the Role Employee Engagement and Retention Play in Your Business Strategy. The role should be a central focus in the design, execution, and measurement of your business plan.
    2. Focus on Implementation First, Then the Survey. Ensure that you have the desire, time and ability to implement employee engagement and retention solutions in a way that makes sense based upon the survey results. Too often companies jump first to selecting “the right engagement survey” without thinking through the strategy, culture and talent implications of the potential actions required to measurably improve employee engagement.
    3. Use an Engagement Survey that Provides Strategic Insight and Enables Immediate Action. While they may be good for a consultant’s bottom line, standardized or abbreviated engagement surveys typically provide leaders less than half the information needed to make decisions and take action. The key is to use a validated and customizable survey that is action-driven rather than curiosity-driven.
    4. Make an Employee Engagement and Retention Index a Key Performance Indicator. Your engagement index is the equivalent of your company’s market capitalization for your employees, and it should used to evaluate all human capital programs looking to improve employee advocacy, discretionary effort and retention.

 

Related Information

Recent Studies

Disengaged employees and unwelcome attrition create greater than ten percent lower profits, almost twenty percent lower operating income, and up to thirty percent lower earnings per share

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Gilead and LSA Global continue to build a mutually beneficial relationship. We have found LSA to be highly responsive to meeting our unique needs in learning and development. Their passion for high levels of customer satisfaction and quality align very closely with our core values.

Kudos to LSA Global for the program that they provided my team. It was exactly what I wanted, and your team did a great job of engaging our group and providing a solid introduction to key Project Management skill sets.

Laura McHugh
Director of Training and Organizational Development

Gilead

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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We reviewed the top Leadership Development offerings for one of our Senior Research Scientists and selected LSA’s 12 month Leadership Program based upon the value and systemic approach. The feedback on the program, approach, and results was phenomenal. While the other programs better known, they were more theoretical and did not compare in terms of practicality, quality, and results.

Stacey Porter
Senior Manager Learning and Development

Roche

We selected LSA Global over 5 other companies to help some key executives improve their overall communication and executive presentation capabilities. Feedback has been great. Everyone had a great experience and many of them are feeding some of the lessons into their teams. I highly recommend LSA to any executive team looking to better organize and more effectively deliver key messages to C-Level individuals.

Todd Power
Office of the CEO

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You have become our premier change leadership strategic partner. Your expertise in the human side of change is unparalleled and enabled our company to successfully implement our ERP Solution.

Ted Ramlet
CIO & SVP

McKesson

We turned to LSA Global to help take our Information Systems behavioral interviewing process to the next level in terms of both efficiency and effectiveness. LSA quickly understood our unique culture and requirements.  They immediately helped us to improve our ability to continue to hire top talent that fits our culture as we rapidly scale.

Julie Pearl
Technical Program Manager

Google

Having a training outsourcing partner like LSA to support our training and development needs has been a real benefit. In an emerging company where typically you can’t afford the infrastructure necessary to provide a full range of development venues to meet the broad needs of an organization, having an external partner who understands our business and our culture and offers everything from a wide range of open enrollment programs to customized organizational development consulting is almost as good (and in some cases better than) having your own internal Training and Organizational Development function.

Chris Wells
Vice President, HR and IT

Logo - Gray - Xoma

The LSA Organizational Alignment Survey gave us a comprehensive and poignant view of how our employees experience our culture, talent and strategy.  LSA customized the questions so we received information that was targeted and very useful to us.  Equally important, the survey and implementation process goes well beyond the typical engagement survey.  The combination of questions and feedback approach provided us with a great forum to discuss the strengths and opportunities in our organization, and then to quickly get focused on the key actions critical to our strategy implementation and improving our business results.

Mark Forrest
General Manager, FSM Division

Trimble

It was a challenge to find a consultant with an approach to performance improvement that fit our unique culture and style. When we met with LSA we were surprised to discover their depth of expertise in the fields of motivation, developmental coaching and performance management and measurement.

Specifically, we were pleasantly surprised to find a company that could seamlessly integrate those three components without our folks feeling like the intervention was forced. They understood what we were trying to accomplish, helped us clarify our objectives, create a solid, refreshing approach that quickly got us moving and engaged people at all levels.

As they began to implement, I was thoroughly impressed with how they listened and made adaptations focused on our needs and business objectives. Overall, I couldn’t be happier that we found a partner in LSA.

Doug Hansen
President and Director

Redwood Trust

We hired LSA to design and deliver a Project Post Mortem for 65 key people on a critical project with a very tight turnaround. LSA’s ability to identify the key trends, leverage points, and next steps was great. They really got to the heart of the issues in a constructive and unbiased manner that exceeded my expectations. It was not an easy task with so many skeptical people with different agendas, styles, experience, and perspectives.

Darrell Gallagher
Head of Studio

Crystal Dynamics

This was an extremely effective executive strategy session that helped our executive team efficiently navigate through our core objectives. It was exactly what we needed, and the approach was practical and valuable for our specific business and market. I would recommend LSA to anyone looking to push their strategic planning to the next level.

Blake Krikorian
CEO

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As a high growth digital marketing agency with cutting edge talent, we hired LSA Global to help clarify our strategy and work with our management team to implement it throughout the New York Office in a way that made sense for our unique culture . That work was so successful that we also hired them to coach one of our key leaders. LSA has been instrumental in helping us transition to a new leadership team and triple the revenue in our New York office. In this age of useless consultants, I highly recommend their practical and business-oriented approach to strategy, culture and talent.

David Bentley
General Manager

AKQA

We recently hired LSA to help us take our client delivery methodology to the next level as we continue to grow and help our clients succeed. The custom strategy and design session exceeded my expectations. They really understood our business and turned around the project within a tight timeframe. LSA’s consultants were the best I have seen for this type of project. LSA’s ability to get a group of 20+ executives from around the globe on the same page, push their thinking to new heights, and ensure an executable plan was excellent. I would recommend LSA to anyone looking to take their plans and execution to the next level.

Rob Sturgeon
EVP Client Delivery

Service Source

We selected LSA over a handful of other experts to assist with a key sales imperative. LSA added value every step of the way throughout the entire sales, design, implementation, and follow-up process. Their customized approach to sales presentation training exceeded expectations, and we are excited about global implementation across our offices in more than 100 countries. LSA’s unique approach is an added game changer, and I recommend them to anyone looking to get high quality results.”

Eric Mugele
Executive Director Global Learning

Grant Thornton

Originally, we launched a RFP to identify and partner with a sales training provider to improve the skills of the sales teams in the distributor network. However, throughout the process, LSA Global challenged our thought processes and engaged with us by suggesting that we focus on the systemic factors that create a high performance environment first, before we focused on the more symptomatic needs of sales skills training. LSA Global has identified the two strategic moves that will enable us to create a high performance environment and we continue to seek their guidance on implementing those moves, as well as other key needs.

Kim Benson
Director Human Resources

Trimble

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