5 Game Winning Employee Engagement Strategies That Work

employee engagement strategies that win you awards

Not All Employee Engagement Strategies Work
When it comes to increasing levels of employee advocacy, discretionary effort and intent to stay, some employee engagement strategies are better than others.  If you are serious about improving your workplace performance and achieving outstanding levels of employee engagement, you need to recognize that increasing employee engagement is not easy…but the payback is significant.

Companies with Higher Levels of Employee Engagement Report

  • 12% greater customer satisfaction
  • 18% increased productivity
  • 51% fewer voluntary job losses

Companies with Lower Levels of Employee Engagement Report

  • 12% lower profits
  • 19% less operating income
  • 28% decreased earnings per share

How Do You Become a Great Place to Work?
How do you become a great place to work and follow through on your commitment to greater employee engagement? It takes genuine interest in employee feedback, sound data, hard work and employee engagement strategies that are designed to have a true impact on the business. That’s what can make the difference between superficial promises of a better work environment and real change.

Five Game Winning Employee Engagement Strategies That Work
Here are five recommendations for your overall employee engagement strategies so you, too, can be a winner at the “game” of achieving a winning level of employee advocacy, discretionary effort and intent to stay:

Gather Employee Feedback
The first three employee engagement strategies are related to effectively gathering employee feedback.

1.  Conduct Annual Surveys
Do it annually to foster the highest levels of employee engagement. If less frequent, the data loses its relevance and there is no consistent process for employees to give more up-to-date feedback. With an annual system in place, employees trust the initiative.

Your first survey should ask specifically for feedback. In subsequent surveys, you should add questions like the following to be sure that what you have learned is being effectively implemented for the employees at large:

  • Did your manager share survey results with the team?
  • Did your team come up with a plan of action to respond to the issues raised?
  • Do you believe that company leaders are fully committed to addressing and solving those issues?
  • Has anything changed as a result of the employee survey? If so, what?

2.  Disseminate All Survey Results
Sharing unvarnished survey results is the first step in building trust and showing that you are serious.  Do not fall prey to the misguided thinking that allows leaders to hide, change or not share feedback because they do not like what they found.  Be transparent.

3.  Select the Medium of Communication that Will Be the Most Effective for Each Group
Webinars and emails may work best for remote employees; but, whenever possible, rely on in-person communication with ample opportunities for employees to ask questions and air concerns. We advise our clients to use a multi-step communication model for sharing engagement results.

  • Begin with a high-level summary of results by the CEO at an all-hands session.
  • Include the topic of employee engagement at all team meetings…large and small.
  • Welcome discussions on how to build engagement strength and where to look for areas of opportunity.
  • Create cross-functional teams that commit to coming up with recommendations on how to increase engagement in a few of those promising areas.
  • Make sure that those recommendations are shared with senior leaders so they have the information they need for improvements specific to their area of the business.

Hold Leaders Accountable
The final two employee engagement strategies are related to holding leaders accountable.

4.  Empower Managers
Give managers the authority and responsibility to drive the engagement initiative and take ownership for addressing and handling their team’s issues.

5.  Create Exposure and Transparency
Monitor and publish results…not in the spirit of punishment for those whose results are poor but in the spirit of sharing best practices. Make it clear that directors are accountable to coach their managers toward the goal of improved engagement.

The Bottom Line
Just about any corporate initiative that succeeds has clear goals, shared results, active employee involvement and leadership’s follow-through.  If you can effectively communicate the potential value of an engaged work force not only to company leaders but also to the general employee population, include everyone in the conversation about how and where to improve, and sustain the effort over time, the winners’ podium is yours.

To learn more about game winning employee engagement strategies, download The Top 10 Most Powerful Ways to Boost Employee Engagement.

 

 

Comments are closed.

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.

Duane Schroeder
Human Resource Manager

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

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

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

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.

Stephanie Webb
HR Program Manager

Rambus

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.

John Mastrorilli
FRDP Leader

Intuit

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

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

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

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

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

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

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More