7 High Performer Employee Engagement Warning Signs

A dial showing quality level high so you can watch out for High Performer Employee Engagement Warning Signs

Top High Performer Employee Engagement Warning Signs
Do these high performer employee engagement warning signs exist on your team?  Engaging employees is an ongoing challenge for organizations who want to grow and succeed. Engaged employees:

  • have higher levels of advocacy, discretionary effort and retention.
  • are 40% more productive than their unengaged counterparts.

The Early Warning Signs
The challenge for companies, however, is to pay attention to the early warning signs that your levels of employee engagement are at risk.  Here are the top seven high performer employee engagement warning signs from our Best Places to Work Employee Engagement Survey Data:

1.  Lack of a Voice
In too many companies, there is a bureaucracy that reigns…and often just by its sheer weight. All too often, policies, rules and processes that were initially created with good intentions, impede the agility that high performers need to succeed. Top talent likes to “get things done” and have a voice in the rules they must follow.

2.  Lack of Career Development
High performers are invested in learning, growing and facing ever greater challenges in their work. If there’s not a compelling future path that entices them, they are likely to look elsewhere to build their career. If you want to engage and retain your top talent, ensure that they find their work challenging, see growth opportunities and are able to utilize their strengths.

3.  Lack of an Engaging Project
The best talent looks for work that has real impact and inspires their passion. They quickly lose interest in working on something that anyone else could do. They thrive on projects that are well matched to their interests and skills, have visibility and will make a lasting difference.

4.  Lack of a Vision
Unless your company and your teams have an inspiring vision that excites your employees and gives their work meaning, your “A” players may become disengaged.  To engage top talent, make sure they believe the organization will be successful in the future.

5.  Lack of Accountability
High performers expect themselves and those around them to be held accountable for their performance and their behavior along the way. If all workers are not held responsible for maintaining performance and cultural standards, higher performers will eventually lose their motivation to get results.

6.  Lack of Confidence in Leadership and Team
If high performers lack confidence in their immediate boss, the team or the company leaders, they are at risk for leaving. High performers need to believe leadership is trustworthy, capable and responsive to change.  To engage top talent, make sure they trust your senior leaders to lead the organization to future success.

7.  Lack of an Open Environment
High performers thrive on new ideas and innovative approaches. In fact, most high performers become bored doing the same things the same ways. Top talent thrives on sharing ideas, the transparent flow of information and always looking to improve.

The Bottom Line
No company can afford to lose its key employees. Make sure you are doing all you can to retain your high performers. Engaging them at a high level will serve you well and they won’t end up in the so-called greener pastures of your competition.

To learn more about boosting employee engagement levels of your high performers, download The Top 6 Forces Driving Employee Engagement and Key Strategies to Move the Engagement Needle

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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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Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

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.

Margie Bunting
HR Manager

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

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

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

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

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

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 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

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

“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

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

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

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

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