A New Way to Think About Employee Engagement

New Way to Think About Employee Engagement with a Goodwill Chairman

A New Way to Think About Employee Engagement
Is there a new way to think about employee engagement?  Yes!  Employee engagement is about far more than what a “goodwill committee chairman” can provide.

The Old Way to Think About Employee Engagement
Employee engagement used to be (and still is for many employee engagement firms) an annual process for identifying what employees disliked about their company and for trying to fix the causes of their dissatisfaction one-by-one.

This approach is also fostered by many survey companies whose business model is about selling and running profitable surveys, not doing the actual work required to improve employee engagement, retention and performance based upon the survey results.

A Better Way to Think About Employee Engagement
To be effective about a new way to think about employee engagement, your employee engagement initiative must:

  • Be strategic and systemic.
  • Focus on the critical few actions you will take from the beginning.
  • Be an integral part of your overall business strategy.

And, rather than a once-yearly, half-hearted approach to addressing issues after-the-fact, it is time to think of how to build the kind of organization that is meaningful, fulfilling, and exciting to be a part of for your top talent.

Engaged Employees Create Higher Levels of Performance
Engaged employees are a cornerstone of high performing organizations and become a key component of their competitive advantage. If employees love what they do and where they do it, they will treat customers and co-workers better, generate new ideas and continuously improve your business.

No matter how good your talent, if you can’t keep them productive and on the job, the entire organization is at risk.

How Do You Keep Your Top Talent “Feeling the Love” and Willing to Make the Extra Effort?

1. Know the Heart and Soul of Your Business.
Define the organization’s mission and clearly articulate its values. Managers and leaders need to help create the organizational culture, buy into the values and live by them each and every day.

2. Find the Right Talent.
With your desired culture intact, you need to find the right talent…employees with the capabilities you need and the attitudes that support and thrive in your culture. Bring them aboard quickly and with a new hire onboarding program that allows them to contribute meaningfully as soon as possible.

3. Stay Vigilant.
Continuously measure, improve and adjust the work environment so they stay committed and become advocates of your company as a great place to work.  There are so many tweaks you can make.  For example,

  • Does your culture require and appreciate structure and clear, transparent measures of performance? Then regular performance appraisals may be warranted.
  • But if your culture is made up of workers who thrive on working independently, maybe it’s time to find another way to measure and manage your people.
  • Or you can ask if the work space supports your desired organizational culture. If structure is valued, separate offices may make sense.
  • But if teamwork and collaboration are what keep your talent happy, open offices and comfortable gathering spots may be preferred.

The Bottom Line
The point is that you need to know what your top talent wants for in their work environment. Be observant, keep in close touch and ask often how things are going. When your high performers feel that you care and are responsive to their needs and wants, they will “feel the love,” be loyal and stay committed.

To learn more about a new way to think about employee engagement, download The Top 10 Most Powerful Ways to Boost Employee Engagement.

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Director of Human Resources

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Director of Human Resources

We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.

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Senior Vice President

We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

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

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

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

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

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

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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Director, HR & Compliance

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

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

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