3 Disturbing Employee Engagement Trends and 4 Ways to Turn The Process Upside Down

Employee Engagement Trends

Employee Engagement Trends You Should Know About
Most Human Resource and Talent Management Leaders are convinced of the importance of employee engagement to increase productivity and retention. But many are not aware of three disturbing employee engagement trends reported in a recent survey by Bain & Company:

1.  Employee Tenure
The first of the disturbing employee engagement trends showed engagement tends to decline with tenure so your longer-term employees are, on average, less engaged than your newer employees.

2.  Job Title
The second of the disturbing employee engagement trends showed engagement decreases as you move down the org chart so lower level and front line workers care less on average than more senior employees.

3.  Sales and Service
The third of the disturbing employee engagement trends showed sales and service employees who have the most contact with customers are, on average, the least engaged of all employee groups.  This is a tough employee engagement trend for any company looking to build a customer-centric culture.

The Impact of the Employee Engagement Trends
Just think about what an impact these employee engagement trends have, not only on your productivity and turnover, but also on those who keep you in business—your customers. After twenty years of leading in the field of employee engagement training we advocate that you turn your employee engagement process upside down to truly help employees:

  • Be advocates
  • Give extra discretionary effort
  • Intend to stay over the long-haul

How to Turn the Engagement Process Upside Down

1.  Line Leaders
Make employee engagement the responsibility of line managers and leaders, not just human resources. Provide the necessary engagement tools, monitor progress and manage performance accordingly.

2.  Skill Building
Consistently provide your managers with the communication, problem solving and conflict management skills and tools required to have open and constructive two-way conversations with their team about improving employee engagement and retention.

3.  Check-ins
See that managers check in regularly with their entire team…both formally and informally…to assess engagement levels, gather feedback and handle problems while they are still small.  Engagement pulse checks can also be used to gather more frequent employee engagement trends.  Listen to your customer-facing employees for their thoughts on how to keep their morale high and how to delight your customers.

The Bottom Line
If you are a talent leader, you should pay attention to these three disturbing employee engagement trends and focus on engaging tenured employees, front line workers and everyone who touches your customers.

To learn more about improving employee engagement, download the Top 10 Most Powerful Ways to Boost Employee Engagement

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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.

Chris Wells
Vice President, HR and IT

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President 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.

Margie Bunting
HR Manager

“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

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.

Stephanie Webb
HR Program Manager

Rambus

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.

Terri Wright-Scheer
Vice President Human Resources

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

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

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

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

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