Activities to Improve Employee Engagement If You Are Not a Big Company
Top employee engagement scores across the board…wouldn’t every company like to be rated highly by their employees? To have high levels of engagement, you need to identify the critical few activities to improve employee engagement that matter most for your unique situation.
Do You Need to Spend A Lot to Engage Employees?
The good news is that the short answer is no. Snazzy perks, trips to Hawaii, a state-of-the-art gym on site, and gourmet meals in the cafeteria have consistently low levels of correlation with employee engagement. In other words, these kinds of perks are not reflected in high levels of employee advocacy, discretionary effort and intent to stay.
Do What You Can
Our advice is to do what you can that makes sense for your unique workplace culture and talent management strategy. Identify what your employees really value most. Keep in mind that it’s not so much what you can give them as about the quality of relationships you build and foster at work. The friend who gave expensive gifts was less valued than the true friend who earned your trust, shared your values and supported you through thick and thin.
There are loads of options that won’t break the bank. Here are eight ideas from a recent client who asked their employees to identify “free employee engagement activities” to help make their company a great place to work without negatively impacting operating income.
At a Minimum
At the very least, you need to find ways to help your employees grow.
That way, both the company and the employee are in synergy and pulling in the same direction.
The Value of Trust
The Number One aspect of a great place to work according to employees is to be part of a culture of coaching and success that is built on trust.
In addition, they know that their contributions will be recognized and that they have a say in how they do their jobs.
The Bottom Line
Big companies are not the only “great places to work.” Small companies offer many advantages…not the least of which is a close-knit group of people who enthusiastically support the company’s purpose.
To learn more about proven activities to improve employee engagement, download The Top 10 Most Powerful Ways to Boost Employee Engagement.
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Senior Vice President
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Vice President, Information Technology
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.
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For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!
Director, Organizational Excellence & Development
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.
Firmware Engineering Supervisor
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
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.
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
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 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.
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
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