How to Increase Employee Engagement by Turning It Upside Down

Photo of a dog lying upside down to show one way to Increase Employee Engagement

Increase Employee Engagement
How emotionally committed to your organization and its goals are your employees? If you cannot answer that question, you may need to increase employee engagement.

Why and Increase Employee Engagement Matters
An increase in employee engagement is not just to create a healthy work environment; it is also about creating a healthy bottom line. Employee engagement research shows that higher engagement correlates to:

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

The #1 Employee Engagement Mistake
Engagement levels in many companies remain low despite efforts to improve them. Perhaps because executive teams are going about it all wrong.  They typically take a top-down approach. We recommend the opposite.

Turn Things Upside Down
If you really want to increase employee engagement, you need to turn things upside down. Rather than have the executive team drive the employee engagement process, solutions need to come from the bottom up.

How To Increase Employee Engagement
With over twenty years of success with our clients regarding how to increase employee engagement in terms of advocacy, discretionary effort and intent to stay, here is our advice:

1.  Conduct a Well-Researched, Highly Customized Employee Survey
Be sure you are committed to taking actions as a result of what you learn and that employees trust the confidentiality of their responses. Ask questions that not only measure the behaviors that promote better engagement (rewards and recognition) but also the level of engagement (e.g., how likely are you to stay with the company).

2.  Share The Results With Your Front Line Managers
Each people manager should know how their own team scored and where they fit in comparison to other teams in the company. The information allows them to reflect upon what is going right, what is going wrong and where they can improve. Then they can take specific steps to raise their score.

3.  Managers Need To Share Their Engagement Scores With Their Team
Discuss the report together.

  • What were the high scores and what were the low scores?
  • Could the team have predicted the results? Why or why not?
  • What are some suggestions for improvement?

Take one score that, once improved, could have a direct and meaningful impact on how the team feels about their work. Devise action steps to correct the deficit.  Managers then need to be held accountable for executing their action plan and showing real results.

The Bottom Line
Try this new, more effective approach to increase employee engagement. Your employees (and your bottom line) will thank you.

To learn more about how to increase employee engagement, download The Top 10 Most Powerful Ways to Boost Employee Engagement.

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Director, HR & Compliance

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Human Resources Manager

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Mike Normant
Learning & Development

ebay

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Director of Infrastructure & Technology

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Director of Human Resources

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Firmware Engineering Manager

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

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Human Resource Manager

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Human Resources Business Partner

Intuit

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Vice President Human Resources

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VP Human Resources

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Vice President, Human Resources

Hyperion

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Vice President, Worldwide Human Resources

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Vice President, Human Resources

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HR Director

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Judith Onton
Vice President Human Resources

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