4 Research-backed Steps to Higher Employee Engagement

Cartoon of a manager meeting with a disgruntled employee. He needs the Steps to Higher Employee Engagement

Why Steps to Higher Employee Engagement Matter
By now, all business leaders should be convinced of the importance of engaging their employees – especially their top talent. Engaged workers are over 40% more productive than their unengaged counterparts.  And companies with engaged workforces have higher earnings per share.

Do You Know How Engaged Employees Are In Your Own Organization?
If not, you’d better find out.  You can use everything from a proven, customized and confidential employee engagement survey to focus groups that span multiple functions and levels.  Just find a way to get honest feedback, prioritize the key issues and take meaningful action.

4 Research-backed Steps to Higher Employee Engagement You Can Take Immediately
If you do not have the time or the resources to identify your top employee engagement improvement areas, here are four steps you can take immediately:

1.  Ensure Employees Understand How They Fit Into Your Organization
All of us like to know we provide real value to our team and our company. Remind employees often how their specific contributions play a significant part in the organization’s success. Show them how various jobs fit into the delivery of your products and services.

2.  Provide Frequent Feedback
Keep close to your employees (without hovering!) so you can guide their behavior both by recognizing when they’ve done well and when they need improvement. Small, regular tweaks and praise are far more effective than once-a-year performance reviews. Your ongoing guidance and interest show that you are invested in helping them succeed.

3.  Provide Opportunities to Grow
In addition to seeing that each employee has an individualized development plan that is attuned to their interests, special talents, and the needs of the organization, try to find opportunities for employees to branch out and take on new levels of responsibility.

What projects could they lead? Could they act as liaison to another team in order to build bridges and improve cross-functional cooperation? Are they ready to mentor a new hire? Show that you have faith in their capabilities and are ready to support their growth.

4.  Explore Together Ways To “Do Good”
Employees who are part of a company that gives back to the community are proud to be part of an organization that values social responsibility. Whether it’s sponsoring a charity drive, picking up litter along the highway or repairing homes for seniors, the possibilities are unlimited. Millennials, especially, care about the social impact of the company they work for.

The Bottom Line
If you do not measure the engagement level of your top talent, you should.  Regardless, these simple and research-backed steps to higher employee engagement can set you on the right track to greater employee advocacy, higher levels of discretionary effort and better employee retention.

To learn more, download The Top 10 Most Powerful Ways to Boost Employee Engagement.

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Director, Business Planning & Analysis

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

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Human Resource Manager

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Director of Human Resources

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

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VP of Human Resources

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VP Human Resources

Blackhawk Network

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HR Program Manager

Rambus

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AKQA

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Director of Human Resources

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HR Project Manager - Training & Development, PHR

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