After over two decades in the field of employee engagement surveys and running over 500,000 employees per year through employee engagement surveys, we can pretty easily guess what happened to the disengaged employee on the left and what kept the employee on the right engaged in terms of discretionary effort, advocacy and intent to stay.
#1 Employee Dis-Engager: Unclear Expectations
Nobody told the employee on the left what he needed to do to be successful or how his success would be measured. He is confused and full of questions about what went wrong and why he has to struggle to keep in the race. He had no idea that there would be obstacles. He worked a full day from Monday through Friday. He thought he was working on the right projects. He continued to draw his paycheck. No one indicated he was running down the wrong path. In fact, no one spent any time evaluating his performance except once a year when he was told all was OK. And, he had long ago decided not to rock the boat by asking how he was doing. He became complacent.
Shame on both the manager and the employee. Every worker deserves to know what it looks like (and what it takes) to succeed in their role. Without clear direction and measured results, employees can get lackadaisical and get beyond striving. They just keep doing the same old, same old. Of course, this leads to disengagement! On an organizational level, strategic clarity accounts for 31% of the difference between high and low performing companies. At an employee level, “Alignment with Goals” has a similar impact on employee performance. If you want to increase employee engagement, use employee engagement training to make sure that your managers create the circumstances where their employees understand:
#2 Employee Dis-Engager: Inadequate Skills
Underperforming and disengaged employees often feel as though they are facing huge and often unanticipated barriers. In the picture above, not only does he not know what he should be doing, he doesn’t even know if he has the skills to get over or around the wall.
Engaged employees are clear about what success looks like and they (and their direct manager) know what specific skills they need to succeed. Don’t handicap your employees by neglecting to provide them with a training needs assessment of where they need to improve. Employees should be evaluated on a regular basis, in both formal assessments and informal performance discussions.
Engaged workers appreciate on-the-spot coaching so they know what behaviors are desired and which are considered negative. The more they know about where they fit and how they contribute, the happier and more secure they can be—especially if they feel they will be fairly rewarded for their contribution.
#3 Employee Dis-Engager: No Opportunity for Growth
The losing employee stuck behind the wall now has a third strike against him…not only does he not know what to do, or if he can do it, but now he does not know how to do it.
Engaged employees report that if they don’t have the right skills to succeed, their manager will see that they have the opportunity to learn them. Engaged employees also report being consistently encouraged to grow and given development opportunities throughout their careers. They know what they need now and in the future as they move forward with the organization.
When you set your workers off on the path to success, equip them with a clear picture of what they are to do and give them the specific skills needed to do it well. These workers will be in the race and on their way to a successful finish.
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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.
Senior HR Manager - Staffing, Training, & Development
I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.
I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.
Director, Business Planning & Analysis
VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.
Cindee Van Vleck
Director Human Resources
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.
HR Manager, BU Radiology Informatics
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.
In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.
Firmware Engineering Supervisor
LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.
Fortune 500 Financial Services Company
Director of Infrastructure & Technology
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.
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.
Human Resource Manager
For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!
Director, Organizational Excellence & Development
The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.
Vice President, Information Technology
LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.
Margaret M. Mader
Vice President, Human Resources
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.
Firmware Engineering Manager
We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.
Vice President Human Resources
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