What Are Your Employee Engagement Goals?
Sometimes the ability to improve employee engagement can feel like a moving moving target and, therefore, seem unreachable. From our experience working for nearly twenty years with clients who recognize the importance of employee engagement, we like to encourage them to think in terms of meaningful and continuous improvement.
Engaged Workers are Over 40% More Productive
100% employee engagement may not be possible, but the more you increase your employee engagement ratings, the better your future business outlook. Our studies show that engaged workers are over 40% more productive and more effective than their disengaged or hostile counterparts. That should be well worth your efforts to increase employee engagement – it can have a huge impact on your bottom line.
3 Must-Have Basics to Improve Employee Engagement
So the question becomes, how can you go about increasing your employees’ loyalty to the company and intention to stay, their commitment to high performance, and their willingness to exert discretionary effort?
1. The Role of Trust
What we know from two decades of employee engagement training for sure is that trust plays a significant role in improving employee engagement levels. Workers who “love the people” they work with value the relationships they have built on their team. And this “love” spills over to a loyalty to their company.
But the kind of trust that is fundamental to improve employee engagement goes beyond trusting team members. Employees also need to trust their senior leaders.
Employees want to see that their ideas are welcomed and valued and that even their criticisms are thoughtfully received and acted upon. This requires that leaders themselves acknowledge mistakes and honestly share business plans and financial results so there are no unwelcome surprises. When you hide bad news, you undermine employee faith and confidence in the organization.
2. The Role of Sharing
Beyond sharing ongoing information about the business, leaders, to improve employee engagement, should share rewards when times are good and targets are met. This helps employees see a direct connection between their performance and business results. And that direct connection increases their feeling of responsibility to their own success and the success of the company.
By the same token, when times are bad, all should share in the pain – executives as well as employees. The incredibly and disproportionately high salaries of some executives can weaken the trust and loyalty of employees very quickly.
3. The Role of Training and Development
Certainly opportunities for learning and development and the power to co-create one’s own career path do a great deal to improve employee engagement. But don’t overlook opportunities for employees to grow their skills and expertise across different functions. The more experience they have working with others, the more they are likely to build their soft skills – and those are the skills that will help them advance in any arena.
The Bottom Line
If you are serious about increasing employee engagement, be sure you focus on the basics first. See that it is built on a strong foundation of trust, open sharing of information, and multiple development paths. Your employees will pay you back generously with their loyalty, their hard work, and their enthusiasm for the company.
To learn more about taking employee engagement to the next level, download Are You Aimlessly Engaging Employees Your Employees?
4 Keys to Keeping Talent Up to Date
Why Employees Change Their Mind
We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.
HR Manager, BU Radiology Informatics
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.
Director, HR Business Partner
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.
Vice President, HR and IT
We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.
Director, Human Resources
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.
Senior Manager, HR Destiny Sales Region
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.
Director of Global Recruiting
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.
Vice President, Human Resources
For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!
Director, Organizational Excellence & Development
LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.
Director, Software Engineering, EPG
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.
Workforce Planning Bureau
LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.
VP of Human Resources
We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.
HR Project Manager - Training & Development, PHR
Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.
Frank J. Kuypers
Business Development Manager
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.
Vice President, Information Technology
What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.
Director of HR
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