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.

Comments are closed.

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

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.

Duane Schroeder
Human Resource Manager

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

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

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.

Linda Mitchell
Training Manager

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

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.

Phyllis Moracco
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

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

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

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!”

David Fiano
Vice President Human Resources

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

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.

Debra Martucci
Vice President, Information Technology

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

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