2 Must-Have Keys to Engaging Employees

Graphic of how to boost the keys to engaging employees

Keys to Engaging Employees
Lots of leaders and managers talk a good game when the subject of improving employee engagement comes up, but how many are really serious about putting in the time and effort to make sure it happens?

The Definition of Employee Engagement
Simply put, engaged employees advocate for their company, give more discretionary effort and intend to stay at the company.

Why Employee Engagement Matters
First you should know how much it matters. Studies show that engaged workers are over 40% more productive and effective than their unengaged counterparts. Now wouldn’t that make enough of a difference for your senior leadership to sit up and take notice?

Two Keys to Doing Employee Engagement Right
We believe there are two keys to getting employee engagement right:

  1. Being strategic, and
  2. Involving managers

1.  Being Strategic
This means that you have identified not only what engagement will look like but what role it will play in your business and people strategies. For engagement to drive performance, you need clear linkages between the way you want your workers to behave and your strategic priorities.

In other words, engagement should not be an HR tactic, but a company and leadership strategy for success.  Once the strategy is clear, use a customized engagement survey that will help pinpoint the engagement areas and actions that matter most.

2.  Involving Managers
Managers hold the keys to improving the engagement of their teams. You must actively involve them in understanding the survey results and in designing the actions required to improve employee advocacy, discretionary effort and intent to stay.

Then teach them how to follow up effectively.

  • Have they built good relationships with their employees?
  • Have they earned the trust of their followers?
  • Have they communicated the importance and value of engagement?
  • Do they know how to observe behavior and give constructive feedback?
  • Can they commit to having conversations on a regular basis with each team member to track and monitor progress toward agreed-upon behavioral goals?

Finally, you must hold managers accountable for the level of engagement of their team. They need to know you are serious. This is not just a nice-to-have because  you, and the senior executive team, have determined that employee engagement matters a great deal.

The Bottom Line
We know that when managers don’t follow up, their team loses 6% of their engagement in just one year.  Smart leaders know the keys to engaging employees.  They periodically check with all employees, see if managers are sharing and reviewing engagement results with the team and hold people accountable for creating action plans to improve engagement.

If you want to learn more keys to engaging employees, download The Top 10 Most Powerful Ways to Boost Employee Engagement.

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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.

 

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Firmware Engineering Supervisor

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

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For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

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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.

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