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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Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

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.

Mike Normant
Learning & Development

ebay

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

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.

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Vice President, HR and IT

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

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HR Program Manager

Rambus

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.

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HR Manager

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

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

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

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.

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Senior HR Manager - Staffing, Training, & Development

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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Training Manager

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Director, Software Engineering, EPG

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Director of HR

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Janice Passarello
Director of Human Resources

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