Don’t Keep Your Employee Engagement Leaders Anonymous

Employee Engagement Leaders

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

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Edify

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Fujitsu

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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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Director Human Resources

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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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.

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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.

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The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

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Human Resources Business Partner

Intuit

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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