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 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

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.

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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.

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Vice President of Human Resources

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.

Jeff Rangel
Director of HR

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.

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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 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.

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CEO

Edify

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.

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LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

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

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

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

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

Linda Mitchell
Training Manager

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

“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

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