3 Must-Have Basics to Improve Employee Engagement

Improve Employee Engagement A cartoon man is chasing a moving target

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.

  • Do they believe the company leadership to be competent and ethical?
  • Does the culture modeled at the highest positional levels promote the kind of trust needed for open communication?
  • Do they believe that senior leaders are setting the right course?

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?

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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

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

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

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

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 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

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & 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

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.

Steve Feller
Vice President, Human Resources

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

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

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