Employee Engagement Survey

How to accurately measure employee engagement, commitment and motivation.

“LSA’s Employee Engagement Survey and Consulting 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 | VP Human Resources and IT | Xoma

“After LSA helped us to clarify our business strategy, we used their employee engagement survey to identify the critical few focus areas to drive employee satisfaction and productivity to align with our strategic direction and desired organizational culture. The survey, tools and results were right on. It has given us a leg up on our plan to engage and retain top talent as we grow.”

Phil Gibson | CEO | Digital Media Academy

“LSA Global has provided our Employee Engagement Survey for the past 3 years. Their ability to administer the survey, help us sort through complex organizational changes that impact reporting, and provide flexible, customized report formats gives a high level of comfort and confidence in the work. The survey results have helped us identify and take actions to address the concerns of our Gen Y workforce. In all, LSA provides us with great value, and I would highly recommend them.”
Mike Normant | Senior Director Training | ServiceSource

Description:

The costs of disengaged employees and unwanted attrition are well understood. According to four recent studies, the impact of lower employee engagement scores is pretty startling:

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

While higher employee engagement scores correlate to:

  • 18% greater productivity
  • 12% higher customer satisfaction
  • 51% less voluntary turnover

Hoping to boost employees’ discretionary efforts and reduce turnover, many organizations scramble to implement engagement and retention solutions without really understanding the factors specific to targeting high value employee groups.

Such off-target programs yield mediocre results, waste precious company resources, and can even lead to increased attrition. Before you undertake an engagement or retention initiative, you need to know exactly where and how to target your efforts. Which of your employee populations are most at risk? What does your own top talent really want? And why might they decide to stay at or leave your company?

Our proven Employee Engagement Survey is administered to thousands of organizations each and every year.  The innovative technology takes the administration burden off your shoulders and provides an immediate and clear picture of your organization’s strengths and opportunities for developing better employee engagement and commitment in a way that aligns with your corporate strategy and organizational culture.  This enables executives and senior management to accurately target engagement and retention interventions to the populations most at risk of attrition, as well as to those most critical to your company’s long-term success.

Employee Engagement Survey
LSA’s Employee Engagement Survey provides online access to actionable results within days of the survey closing.  All survey items are statistically validated and predictive. Administered to thousands of organizations each year, the proven survey methodology and hassle-free approach includes custom and open-ended questions, employee communication templates, benchmarks by size, industry, function and geography, multiple language options and online or paper-based approaches to measure ten research-backed engagement areas:

  • Alignment with goals
  • Benefits
  • Feeling valued
  • Individual contribution
  • Job satisfaction
  • Manager effectiveness
  • Retention
  • Team orientation and teamwork
  • Trust in senior leaders
  • Trust in coworkers

In three simple steps:

  1. Measure engagement in a way that makes sense for your unique strategy and culture
  2. Analyze your results with online tools and compare to key benchmarks
  3. Take action and track results with manager dashboards and targeted action planning

Each engagement project comes with a dedicated team of experts to support you from sale through survey administration to renewal.  In concert with your team requirements, we handle survey kickoff, implementation and project tracking, one-on-one or group training, access to user guides, and analytical and technical support.

Survey Customization Options to Align with Your Strategy and Culture
Custom areas typically include questions from our database related to alignment with the company’s vision and mission, communication and information flow, change agility and management, work-life balance, learning and development, rewards and recognition, diversity and customer focus.  An unlimited number of custom questions can also be added specific to your unique situation.

Employee Engagement Benchmarking Options to Compare Results and Set Meaningful Targets
Because we survey over 5,000 companies each year, we are able to compare employee engagement scores externally by size, geography, industry, and best-in-class winners.  Our typical internal benchmark comparisons include year-over-year, department-to -organization and other company specific custom benchmarks depending upon their unique strategy, culture and talent management objectives.

Engagement Reporting and Analytic Options to Get the Data and Insights You Need
Within days of the survey closing, we provide complete access to all of the collected data and a powerful suite of online tools and templates for limitless analysis by any demographic for any audience within your organization through over a dozen flexible reporting tools, unlimited 24/7 access and analysis capabilities, benchmark comparisons, and demographic analysis.

Executive Summary and Reporting Options to Present the Findings
As a part of your engagement survey project, we help interpret your data and present the findings to you, your team and/or your key executive stakeholders in a way that makes sense for you and your team.  The final presentation typically includes a 25 to 50 -page customized report with key data points, insights, trends, engagement drivers, strengths, weaknesses, recommended actions and suggested next steps.

Manager Engagement Action Planning and Accountability Options to Streamline Next Steps for Managers
While more organizations are measuring employee engagement as part of their talent strategies, too many drop the ball when it comes to implementation and follow-through.  For a survey to be effective, it must be followed by visible and meaningful actions.  Our research tells us that employees who believe follow up occurred are 6x’s more likely to report a positive change in the next survey. To help managers make a measurable difference with engagement survey results, we  empower managers with an online engagement dashboard, provide customized analytics to highlight only what matters, suggest actionable goals related to proven engagement drivers, and offer targeted learning based on survey results.

Targeted Learning Options to Help Managers Improve Engagement and Retention
Measurably increasing employee engagement takes commitment, effort and investment. Targeted learning can help managers make a meaningful difference with their team.  Learning options include access to a library of lessons focused on improving key survey items, individual development plans based on each manager’s goals, problems and needs, five-minute learning bursts written by experts in management and organizational behavior, and customized team interventions to move the engagement needle.

Depending on the findings and recommendations in the Employee Engagement Profile Report, LSA may recommend participation in one or more of the following additional programs to create a systemic solution:

Employee Exit Survey

Employee Retention

  • Attracting Top Talent: increase participants’ ability to recruit and retain high-quality, productive employees.

  • Retaining Top Talent for Managers: enables managers to reduce attrition by devising a specific action plan to implement with their direct reports; includes ITS’ proprietary Retention Assessment Profile™ and follow-up retention coaching.

New Employee Orientation, On-Boarding, and Assimilation

  • New Employee Orientation: expedites assimilation and increases productivity of new employees by providing a clear preview of the company culture and the information needed to get off to a fast start.

  • Transition to Management: provides new managers with a quick start on how to effectively manage their new staff and responsibilities.

To speak with an LSA Expert and learn about the employee engagement survey customization and roll-out options at your company, please contact us.

See Also: Employee Engagement Training Best Practices Community

Related Information

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We hired LSA Global to design and deliver a customized outdoor experiential new employee orientation program for our recent group of MBA new hires. The program designed helped reinforce WIPRO core values. The program will help the new MBA hires to build relationships with fellow associates and enhance the group’s ability to operate successfully in the global world. I recommend LSA for effective on boarding/outward bound training of new MBA hires.

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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.

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Director Human Resources

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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

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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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We value our relationship with LSA Global. They focus on understanding our business situation and helping us succeed. LSA continues to deliver top quality consulting and leadership solutions that are highly customized for our business and culture. I would highly recommend LSA Global as a top quality resource to anyone looking to greatly improve the skills of their leadership, management, and project teams.

Bonnie S. Olson
Vice President of Human Resources

LSS

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 action-learning leadership project has been very beneficial to me, our leadership team, and the entire organization. The balance of development and results has been excellent. We have made huge progress, and I was also able to identify 2-3 high potentials while having the extra benefit of people stepping up to carry strategic projects forward. The Staff is very appreciative and has become very comfortable with both the program and the process. It is still going better than anticipated, and I have been very pleased.

Heather Feltman
President & CEO

LSS

The experiential New Employee Orientation was an incredible success for over 2500 new hires in four years across the globe. They partnered with us to create an innovative solution on very short notice, and added a huge amount of value that isn’t reflected in their cost. We could never have done it without their unmatched combination of expertise, professionalism, and creativity that aligned everything with our unique culture. Even our experienced hires were blown away!

Brenda Wagner
Founder and President

Proxicom

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

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

LSA has a very unique and powerful methodology regarding learning and learning strategy. LSA’s ability to overcome skepticism, obtain executive support, and create an aligned learning strategy that provides measurable business impact is second to none. They partner with you to understand your goals, flex to your needs, and solve your problems – all within your budget. They certainly help make my job easier and are a pleasure to work with. I highly recommend LSA to anyone trying to connect the dots between strategy, skills, knowledge, and results.

Noelle Van Vlierbergen
Human Resources Director

AKQA

As a Training Outsourcing Partner, LSA consistently saves me time and money by designing the right solutions and quickly bringing us the best experts to solve key business problems in a way that works for our unique culture. Their methodology and resources are fantastic and allow us to deploy better solutions faster. I highly recommend them to anyone looking to raise the talent bar with a true strategic partner.

Tim Bonnet
Director of Training and Organizational Development

Dimension Data

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

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