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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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 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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Workforce Planning Bureau

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Chief Financial Officer

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

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