Don’t Keep Your Employee Engagement Leaders Anonymous
Employee Engagement Leaders Need Help
Most employee engagement training experts will tell you that real employee engagement starts at the top and cascades throughout the organization. They will also tell you that the more visible employee engagement leaders are – the more they positively influence productivity and improve the retention of top talent.
Three Steps to Help Employee Engagement Leaders Succeed
We agree. Employee engagement leaders are a critical component to high employee engagement survey participation rates and following through on the results. If you want to set your employee engagement leaders up to succeed, make sure you:
1. Identify Engagement Anchors and Drivers
The first step is to use a proven employee engagement survey to measure engagement across the company so you can identify the key engagement anchors and drivers to set an initial baseline against which to compare progress, identify engagement strengths and weaknesses and build a solid plan of action to increase employee engagement scores where it matters most.
2. Find Engagement Leaders
Once the key engagement levers for your unique corporate culture are identified, engagement leaders must be identified to set the example. The ideal employee engagement leaders are the formal and informal influencers in your organization. They are trusted, get things done and are willing to consistently model the most important behaviors that correlate to employee engagement and your workplace culture.
3. Provide Engagement Tools, Skills and Support
Provide managers with the necessary employee engagement tools, skills and resources to model, encourage and promote engagement on their teams. The goal is to make the critical engagement behaviors a foundation of leadership and management across your company.
The Bottom Line
As managers observe team members who excel at engagement, they should be recognized in whatever form is valued…from bonuses to promotions, from public praise to private notes. By the same token, if there are team members who do not display the desired behaviors, there should be some negative consequences. To promote engagement, reward those who are engaged and find ways to bring the others aboard or to let them move on in a way that makes sense for your performance culture.
To learn more about improving employee engagement, download the Top 10 Most Powerful Ways Leaders Boost Employee Engagement
     |
Latest Blogs
02.01.2019
Using Nudging to Change Workplace Behaviors
01.15.2019
How to Better Handle Office Politics
01.09.2019
How to Ensure Smart Talent Management
01.04.2019
How to Not Lose Your Company’s Culture During Change
01.03.2019
How to Find and Keep Your Ideal Target Customer
12.21.2018
6 Tips on How to Better Receive Negative Feedback
12.19.2018
What a More Transparent Company Culture Can Do
12.17.2018
Go Slow to Grow Fast – 3 Pitfalls to Avoid
12.14.2018
How to Avoid Decreased Engagement for Tenured Employees
Evaluate your Performance
Toolkits
Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.
Health Checks
Want to know how you stack up against leading organizations? Receive a complimentary benchmarking analysis courtesy of an LSA Expert.
Whitepapers
Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.
Methodologies
First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.
Blogs
Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.
Client Case Studies
Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.