4 Strategies to Move Past Annual Employee Engagement

a graph showing annual employee engagement

Does Employee Engagement Matter?
From our annual employee engagement surveys with nearly 5,000 organizations, we know that engaged workforces outperform their unengaged counterparts.  Indeed, employee engagement should very much matter to both business and people leaders who want their business to succeed.

Moving the Engagement Needle
Companies that get the most from employee engagement initiatives have made it an organizational discipline and a strategic priority day-in and day-out.  Not just once a year.  They view employee engagement as an ongoing initiative that is regularly discussed, evaluated, and incorporated as a systemic part of how work gets done.

If you want higher levels of discretionary effort, advocacy, and employee loyalty, you need to make employee engagement part of your ongoing management and leadership scorecard.

4 Strategies to Move Past Annual Employee Engagement
To continually improve the value of your annual employee engagement efforts throughout the year, here are four strategies to put into regular practice:

1. Link Employee Engagement to Business Results
Share with your workforce the data behind how employee engagement directly affects business outcomes. The context is critical for all employees to understand why engagement is important.  Such an understanding will increase their motivation to get involved in the effort.

2. Don’t Hide Your Successes
Your engagement survey will reveal important areas of strength. Highlight these not only to help attract new talent, but also to increase every employees’ level of commitment to making your organization a great place to work.  The motivation to keep at it is critical.

3. Don’t Hide Your Challenges
Your engagement survey should also point toward areas where you need more work. Show your employees that you are committed to fixing what’s broken.  Employees will appreciate that their voice has been heard and that you are taking concrete steps to improve the situation.

4. Share Feedback and Successes
Engagement survey results should be shared with the workforce, so employees know that their comments – both pro and con – have been seriously reviewed and evaluated. As success stories accrue, share them.  Not only is it positive reinforcement of your intent as leaders to improve, but it also suggests ways other teams can:

  • provide innovative learning opportunities
  • offer meaningful recognition for desired behaviors
  • underline the importance of one-on-one meetings with managers
  • address issues that lie outside their typical job routines

The Bottom Line
A quality employee engagement survey should provide all the information you need to move the employee engagement needle.  Just understand that it will take the full commitment of leadership to make it happen and that commitment will be part of their measure throughout the year.

To learn more about taking annual employee engagement to the next level, download the Top 10 Most Powerful Ways to Boost Employee Engagement

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LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

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.

Jim Elliott
Senior Marketing Manager

Samsung

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

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

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

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

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

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

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.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

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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Susan Anderson
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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
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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
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Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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