5 Smart Employee Engagement Actions to Make Now

A scale from frowning to smiley faces could measure your employee engagement

Employee Engagement Actions
Wherever you are on the employee engagement rating scale, you should know the critical few employee engagement actions that will move the needle and keep your employee engagement levels where you want them to be as part of your overall talent management strategy.  Especially if you have worked hard to hire and onboard the best employees, you must create the conditions get teh most from your employees in a way that makes sense for them, your strategy, and your organizational culture.

5 Smart Employee Engagement Actions to Make Now
Done right, employee engagement is about engaging employees so they want to perform at their peak and stay with the organization for the long haul.  Here are five critical employee engagement strategies that can help you retain your top talent:

  1. Promote an Open, Honest Corporate Culture
    Silos and secrets foster distrust and rumors. And the opposite is true. When knowledge is shared and managers encourage open communication, productivity and collaboration increase. Employees should feel free to share their ideas and concerns. And managers should provide frequent forums for honest dialogue, helpful feedback and effective problem-solving.
  2. Let Employees Know that You Care
    Show employees that you truly value them and their contributions. Get to know your team members on an individual basis – their strengths, their motivators, their interests, their ambitions. As you demonstrate genuine interest in their well being, they will repay you with their commitment to doing their best. This is just basic psychology.
  3. Be Clear About behavioral and Performance Expectations
    You can’t expect employees to deliver top-notch performance if they don’t understand clearly how you measure success. Be specific about what you require with each task you assign. The better your employees understand how you define success, the better they can satisfy you.
  4. Recognize Work Well Done
    We all appreciate recognition for accomplishment. When an employee turns in a superior work product, acknowledge them with specific, and perhaps, public thanks. If discretionary effort and excellent work are regularly ignored, employees feel undervalued and unappreciated. This is fertile ground for employees to look elsewhere for a company that will appreciate their contribution.
  5. Foster an Environment of Continuous Learning
    Engaged employees can see a clear path ahead. Dead end jobs are discouraging. See that you have ongoing career development conversations with your team. Find out where they want to grow and provide opportunities for helping them toward their goals. When they can focus their time and effort on projects they enjoy, they will repay you with dedication and enthusiasm for what they do.

The Bottom Line
These five pillars of employee engagement will keep your rating of employee satisfaction high. And besides having a happier workforce, here’s your incentive—studies show that engaged workers are over 40% more productive and effective than their disengaged counterparts. 

To learn more smart research-backed employee engagement actions to take, download our Employee Engagement and Retention Toolkit now

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What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

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LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

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Thoratec

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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Tracy Esposito
Director, HR Business Partner

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

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

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

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Rambus

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