3 Steps to Combat Disturbing Employee Engagement Statistics

Combat Disturbing Employee Engagement Statistics

It Seems The Disturbing Employee Engagement Statistics Will Never Stop
Are you and your talent leaders doing what it takes to combat the disturbing employee engagement statistics?  As a company leader, how many of your employees would chime in honestly with an overall  “I love my job” reply to your employee engagement survey?

2-in-3 Workers are Disengaged
According to a recent report on the State of the American Workplace, only about one-third of American workers are engaged on the job. In addition, over half of American employees just check in and go through the motions. This is not the way to build a thriving economy…much less a business healthy enough to grow and succeed into the future.

Three Proven Steps to Combat Disturbing Employee Engagement Statistics
As we work with clients who are committed to improving employee engagement, we advise three simple steps to combat disturbing employee engagement statistics:

1.  Assess Employee Engagement Levels
You need to figure out what’s missing for your employees. Whether you use an employee engagement survey proven to get real answers from your unique employee population , you use well-chosen engagement focus groups or you simply open the “floor” for discussion around what could make your workplace better, you must ask the right questions and be prepared to deal effectively with the answers.

2.  Select the Employee Engagement Actions that Matter Most
Look at the employee engagement results and choose the critical few factors that would have the most impact on employee engagement. You can’t address everything at once. Prioritize the factors that will move the needle the furthest and the fastest vis-à-vis your unique business strategy and corporate culture.

3.  Follow up
Keep your workforce informed throughout the process…the reason for measuring and trying to improve employee engagement, the results, the steps you will take to improve, and the measure of progress.  Actively and transparently follow through on engagement feedback.

The Bottom Line
Employee engagement matters to your bottom line. Keep your employees committed to their jobs and doing their best by seeing that you identify engagement drivers and actively work to improve the ones that matter most.

To learn more about how to combat disturbing employee engagement statistics and to communicate better with your teams, download The Top 10 Most Powerful Ways to Boost Employee Engagement

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Barry L. Byrd, SPHR
Human Resources Manager

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

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Roche

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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.

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LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

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Samsung

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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