How Culture and Employee Engagement are Linked

two men are pushing giant puzzle pieces together of Culture and Employee Engagement

Culture and Employee Engagement are Linked
We believe corporate culture and employee engagement are two pieces of a puzzle that fit perfectly together and are not complete without the other. That is how closely they are linked.

Organizational Culture
Let’s start with organizational culture. While different pockets of culture can exist in various teams and geographies within a company, we think of organizational culture as a company-wide construct. It is “The Way” things truly get done on a day-to-day basis.

Organizational culture is made up of the behaviors and practices of the company as a whole. It includes the known and unspoken values, beliefs and assumptions that underlie how and why things get done. Organizational culture represents the norms that define how employees behave and what they believe.

Culture and Performance
And, in terms of performance, organizational culture matters. Our organizational alignment research found that corporate culture accounts for 40% of the difference between high and low performing organizations.

Employee Engagement Is About Organizational Health
We believe that measuring and improving engagement is a powerful talent management tool to help attract, develop, engage and retain top talent. We think of employee engagement as looking at an individual employee’s level of advocacy, discretionary effort and intent to stay. Employee engagement surveys typically help leaders and managers understand how their individual employees feel about their work situation.

And while engagement certainly provides a perspective about the impact that the overall culture has on employee’s attitudes toward their job, we do not believe engagement fully measures cultural effectiveness. We see high levels of employee engagement as an outcome of a healthy organizational culture, not the cause.

Employee Engagement and Performance
Like workplace culture, employee engagement also matters in terms of business performance. On average, highly engaged employees create:

  • 18% greater productivity
  • 12% higher customer satisfaction
  • 51% less voluntary turnover.

How Does Culture and Employee Engagement Fit Together?
Through our work with clients in the field of high performance both in terms of organizational culture and employee engagement, we have found that organizations with stronger cultures also have a highly engaged workforce.

Three Cultural Components Have The Highest Correlation To Higher Levels of Employee Engagement

1. Alignment with Goals
You will know alignment is happening when employees:

  • Understand the company’s plans for future success
  • Believe the organization will be successful in the future
  • Can articulate how their job helps the organization achieve success
  • Know how they fit into the organization’s future plans

2. Trust in Senior Leaders
You will leadership trust is happening when employees:

  • Trust the leaders are setting the right course
  • Believe the senior leadership team is up for the task of leading the company to future success
  • Feel the leaders are honest, trustworthy and demonstrate integrity

3. Feeling Valued
You will know employees feel valued when they:

  • See meaningful investments being made to make employees more successful
  • Feel valued as the company’s most important resource
  • Are rewarded and recognized proportionately for contributing to the organization’s success
  • Believe that leaders are committed to making it a great place to work

The Bottom Line
Strategic Clarity – To improve performance, start with a compelling, believable and implementable strategy that is clear enough to guide an individual’s work. Strategic clarity provides the solid foundation from which everything else flows. Strategic ambiguity creates ineffectiveness and inefficiencies.

Aligned Culture – Once your business strategy is clear enough to act and people are committed to it, it is time to shape and align your corporate culture to purposefully drive your strategy forward. Smart leaders invest the time and effort to create the environment necessary for their employees to perform at their peak.

Differentiated Talent – Once your strategy is clear enough to act and you have aligned your high performance culture for that strategy, it is time to attract, develop, engage and retain talent that fits your unique situation. This is where employee engagement should be understood within the context of your organizational culture, business strategy and talent management plan.

When you have a compelling direction, a culture that works and employees who are fully engaged, you have a winning combination that is hard for your competitors to replicate.

To learn more about culture and employee engagement, download Employee Engagement and Retention Best Practices Toolkit for Leaders

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Don Pryor
Director, Business Planning & Analysis

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.

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Vice President Human Resources

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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HR Director

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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

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

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

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

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 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 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
VP of Human Resources

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
Director, Software Engineering, EPG

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 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.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

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.

Ken Boehm
VP of Human Resources

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