The Correlation Between Making a Difference and Employee Engagement
Many leaders have long assumed there is a link between making a difference and employee engagement. The thinking is that the more employees know how their jobs are making a positive difference in the world, the more engaged they will be in doing their work.
Making a Difference
Most of us are besieged by multiple requests for donations. This is not new. But today the appeals are presented almost universally in a new way. The requests for help are much more personal and they point specifically to what your dollars can do for the individuals who need your support. For example,
Where the Personal Approach Started
This more personal approach began with the very successful Jimmy Fund campaign for cancer research established in 1948 to help a 12-year-old cancer patient dubbed “Jimmy.” Millions heard the boy visit with his baseball heroes as they stood by his hospital bed. Contributions flooded in to help buy Jimmy a television so he could watch the Braves play. This outpouring of support launched an effort that continues the fight against cancer throughout the world today.
Why It Works
Almost everyone likes to feel they are part of something big…something that makes the world a better place. According to the Greater Good Science Center, giving back:
How Can You Apply Giving at Work?
Employee engagement and retention leaders are applying this concept to the work environment. For example, they know employees who understand how their job specifically improves the lives of their customers, report higher levels of engagement, discretionary effort, performance and retention. Does your company:
The Bottom Line
The link between making a difference and employee engagement can be powerful. Most employees, especially millennials, are more interested in work that benefits society. The closer you can bring your workers to the real benefits to their end-users, the more engaged and committed they will be.
To learn more about how to engage and retain your top talent, download The Top 10 Research-Backed Ways to Boost Employee Engagement
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3 Signs of Good and Bad Strategies
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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.
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HR Program Manager
VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.
Cindee Van Vleck
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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
We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.
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Workforce Planning Bureau
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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Director, Human Resources
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