7 Award Winning Employee Engagement Strategies

A graphic of a man with an award for award winning employee engagement strategies

Award Winning Employee Engagement Strategies
Each year, we honor clients nationwide for success in collecting, analyzing, and acting on employee engagement feedback.  Our most successful clients have award winning employee engagement strategies in two categories:

  1. Raising Engagement for those organizations with the highest increase in employee engagement from the previous year.
  2. Highest Level of Engagement for those with the highest overall composite engagement score.

We honor these award winning employee engagement strategies because when employers value their people, genuinely listen to their feedback, and work hard to make positive change, they deserve to be recognized.

What Do These Award Winning Employee Engagement Strategies Do Better than Their Peers?
How do these organizations use employee feedback to better their workplace and win awards for their outstanding levels of employee engagement? Luck, chance, and circumstance have nothing to do with it.  Their success is due to:

Two Recommendations for Collecting Employee Feedback
If you want to see the same outstanding employee engagement results in your organization, follow the advice from award winning employee engagement strategies from our winners:

1.  Collect Employee Feedback Annually
Data becomes stale and employees have new feedback to give. Set up an annual survey process and stick to it. It builds employees’ trust and confidence in the initiative.

2.  Ask for Feedback About Your Survey Initiative
In your 2nd, 3rd, etc. surveys, ask these for questions to monitor and improve the effectiveness of your employee engagement initiatives:

  • Is senior leadership is committed to responding to the results of this survey?
  • Did your manager share the results of the last survey with your team?
  • Did your team develop action plans to address issues raised by the last survey’s results?
  • Have you noticed positive change as a result of the last survey?

Three Best Practices for Sharing Survey Results with Your Organization   

3.  Utilize Communication Tools
Use the communication tool that works best for each team, whether in-person meetings on the manufacturing floor or webinars and emails for remote employees.

4.  Focus On the Critical Few
Prioritize in-person communication over written announcements for sharing results when possible — from managers to senior leaders.

5.  Use a Tiered Approach to Sharing Results
For example:

  • Have the CEO share high-level summary of results during an all-company briefing.
  • Host town halls on the topic of employee engagement. Encourage discussions about engagement strengths and areas of opportunity.
  • Have employees volunteer to lead “action committees” focused on a few key areas of opportunity. Include representatives from across the entire business.
  • Work directly with senior leaders to provide them with the information needed to cascade results and action plans that are specific to their area of the business.

Two Ways to Hold Leaders Accountable for Sustaining an Engaged Workforce

6.  Empower Management and Create Accountability
Empower managers to drive the engagement survey initiative and take ownership in creating ideas to address issues within their teams.  Add employee engagement improvement as a key success metric for all people managers.  Hold everyone accountable for following through.

7.  Set Expectations
Share in-depth results on leadership effectiveness with each manager and their director to set clear targets for improvement. Set expectations for directors to coach their managers on where and how to improve employee engagement and retention.

The Bottom Line
Employee engagement isn’t just a survey; it is ongoing and should be woven into the day-to-day roles of each team member. And lastly, transparency, employee involvement, and follow-through on commitments are all critical to successfully improving engagement.

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

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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

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 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.

Jennifer Remling
Director of Global Recruiting

AKQA

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

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

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
Vice President, Human Resources

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

“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

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.

Judith Onton
Vice President Human Resources

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

Debra Martucci
Vice President, Information Technology

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

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

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