Getting Executive Buy-in for Employee Engagement

Executive Buy-In for Employee Engagement A man stands at a crossroads and must choose the problem or the solution path for better employee engagement

Do You Need to Get Executive Buy-In for Employee Engagement?
Are you looking to boost employee engagement at your company? After more than two decades of working with clients to improve their working environments so employees are fully engaged, we know one thing for sure—unless you get executive buy-in for employee engagement, success is doubtful.

The Three Big Steps to Get Executive Buy-In for Employee Engagement
The very first step to take is to define the problem in a way that will make executives sit up and take notice. Only when the problem of lagging employee engagement is articulated in a way that leaders care about will they spend the time and energy to help craft a solution. And only when executives are fully engaged in the process will you achieve your goal. First the problem…then the solution.

1.  Define the Problem with Hard and Relevant Data
Executives need to understand that low employee engagement is not just a “soft” problem. The costs of disengaged employees and unwanted attrition are well understood. According to four recent studies, the impact of lower employee engagement scores is pretty startling:

  • 12% lower profits
  • 19% lower operating income
  • 28% lower earnings per share

While higher employee engagement scores correlate to:

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

Be crystal clear about the problem you are trying to solve and the value of solving it compared to other strategic priorities.  Use hard data from employee engagement research and incorporate attrition data, exit interview data and employee feedback to make your case.

2.  Agree Upon Answers to the Following Questions Before You Start

  • Are Your Leaders Committed to Making It a Great Place to Work?
    Based upon over 500,000 employee engagement survey participants per year, this question has the highest correlation to overall employee engagement levels. In other words, before you embark on an engagement initiative, ensure you have leadership’s expressed commitment and follow through.
  • Is Senior Leadership Committed to Responding To The Results of This Survey?
    After your teams have openly discussed the findings and what they mean for them, it is time for the team come to agreement on the 2-3 key engagement areas that deserve the most attention.  Can your leaders commit to making it happen in conjunction with other business priorities?
  • Do Your Managers Have the Capability and Willingness To Share Engagement Survey Results?
    Leaders and managers must be able to effectively share and discuss survey results with their teams so that employees feel heard and have faith in next steps to make their company a great place to work.

3.  Present Your Plan
Schedule a presentation to leadership. Be well prepared with back-up data that shows how you came to your final recommendation.

  • Be prepared with succint answers to the questions they are likely to ask
  • Use only a few slides to present how your approach fits into the overall business and people strategies
  • Then get agreement on next steps

The Bottom Line
Once you have executive buy-in for employee engagement, the fun begins. Make sure you and your leadership team is set up to succeed before you start with hard data and a plan for success.

To access the latest  engagement and retention thinking to improve your chances to obtain executive buy-in for employee engagement, Download Our Employee Engagement and Retention Toolkit Now

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Senior Project Manager

Hyperion

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Vice President of Human Resources

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.

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Director, HR Business Partner

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

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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Vice President Human Resources

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.

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HR Manager

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Director of Human Resources

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Vice President, Worldwide Human Resources

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

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Vice President Human Resources

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

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Training Manager

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.

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Senior Manager, HR Destiny Sales Region

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Director of HR

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

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Director of Human Resources

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

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VP of Human Resources

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