Employee Engagement Should Be Ongoing, Not an Event

Employee Engagement Should Be Ongoing a stick figure is questioning whether short or long term is the way to go

Employee Engagement Should Be Ongoing, Not a One-time Event
The one-time annual effort to survey employees and then try to increase their employee engagement in the workplace does not last.  To improve discretionary effort and retention, employee engagement should be ongoing and woven into the fabric of how things get done.

The Typical Annual Engagement Survey
The typical annual employee engagement survey is still alive and well, but there are more and more leaders who believe that it doesn’t tell the whole story or provide a timely enough of a picture. They want employees who are more than simply engaged.

Leaders Want Highly Engaged Employees
Today’s leaders want employees who are inspired and support the organization not because they have to but because they are strongly committed to the organization’s purpose. To succeed at creating a purpose-driven environment takes more than a survey; it takes an ongoing commitment and an appreciation for the complexity of the issue.

Employee Engagement Matters
Engaging employees well is increasingly important as a business differentiator. The more people love their work and the organizational culture their organization has created, the better they will promote your company, give it their all and stay for the long term. All this contributes to a business that continuously improves…a desirable but not simple goal.

True Engagement Takes a Combination of Approaches
Engaging employees these days takes a combination of approaches to reach a workforce that is geographically, generationally, culturally and functionally diverse. It is not enough to simply try to engage employees. Rather, leaders need to figure out how to build an organization that provides meaning, excitement, satisfaction and even some fun.

  • This could involve changing performance management practices, the selection process, and even the work environment. You need the right talent and the right culture to support your business strategy. This goes way beyond traditional engagement.
  • Companies that understand how critical positive employee engagement is also understand that they must constantly evolve. They need to be flexible enough to re-design jobs to fit current needs, alter the work environment to encourage open communication, change benefits to suit workers’ life styles, and provide relevant and targeted development opportunities.

In short, companies need to continue to invest in their people in ways that adjust to what people care about.

The Bottom Line
Some companies go so far as to measure employee satisfaction on a weekly or even a daily basis at kiosks. While this may seem excessive to some, the point is that smart leaders keep in touch with their employees so they are in tune with what their employees value, what they want to learn, and what inspires them. Smart leaders look at engagement as a long-term and continuous investment in their business success.

If you believe employee engagement should be ongoing, you will like reading 6 Research-backed Strategies to Move the Engagement Needle

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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

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

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

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

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

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

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

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

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

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

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

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