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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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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We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

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PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

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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.

Greg Pappas
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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

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

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

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

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

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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

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 helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
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David Fiano
Vice President Human Resources

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