5 Employee Engagement Pillars to Keep Ratings High

A scale from frowning to smiley faces could measure your employee engagement

Wherever you are on the employee engagement rating scale, you should know what it takes to move the needle, and then keep your employee engagement levels where you want them to be as part of your overall talent management strategy.

Most companies work hard to hire and onboard the best employees. That’s great…but you need to be sure you create the conditions in place to keep employees contributing positively to your organization in a way that makes sense for your strategy and organizational culture.  Done right, employee engagement is about engaging employees so they want to perform at their peak and stay with the organization for the long haul.

Here are five critical employee engagement strategies that can help you retain your top talent:

  1. Promote an open, honest corporate culture
    Silos and secrets foster distrust and rumors. And the opposite is true. When knowledge is shared and managers encourage open communication, productivity increases alongside positive collaboration. Employees should feel free to share their ideas and concerns. And managers should provide frequent forums for honest dialogue, helpful feedback and effective problem-solving.
  2. Let employees know you care
    Show employees that you truly value them and their contributions. Get to know your team members on an individual basis…their strengths, their motivators, their interests, their ambitions. As you demonstrate genuine interest in their wellbeing, they will repay you with their commitment to doing their best. This is just basic psychology.
  3. Be clear about expectations
    You can’t expect employees to deliver top-notch performance if they don’t understand clearly how you measure success. Be specific about what you require with each task you assign. The better your employees understand how you define success, the better they can satisfy you. When do you want it? How will you measure it? What will it look like? Is it achievable? What sort of support can they expect?
  4. Recognize work well done
    We all appreciate recognition for accomplishment. When an employee turns in a superior work product, acknowledge them with specific, and perhaps, public thanks. If discretionary effort and excellent work are regularly ignored, employees feel undervalued and unappreciated. This is fertile ground for employees to look elsewhere for a company that will appreciate their contribution.
  5. Foster an environment of continuous learning
    Engaged employees can see a clear path ahead. Dead end jobs are discouraging. See that you have ongoing career development conversations with your team. Find out where they want to grow and provide opportunities for helping them toward their goals. When they can focus their time and effort on projects they enjoy, they will repay you with dedication and enthusiasm for what they do.

These five pillars of employee engagement will keep your rating of employee satisfaction high. And besides having a happier workforce, here’s your incentive—studies show that engaged workers are over 40% more productive and effective than their unengaged counterparts. 

To learn more, download our Employee Engagement and Retention Toolkit now

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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.

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Hyperion

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Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

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Fujitsu

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

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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.

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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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ebay

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

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AKQA

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

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