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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Steve Feller
Vice President, Human Resources

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

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FRDP Leader

Intuit

“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

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

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HR Director

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

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LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

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We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

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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.

 

Kevin Ashman
Firmware Engineering Supervisor

We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.

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LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

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Vice President Human Resources

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

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Director of Global Recruiting

AKQA

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Director Human Resources

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

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