Do You Want to Engage and Retain Your Best Employees?
If you are planning to grow the business, you had better invest in employee engagement training and be sure your employees are fully committed to do what it takes to help the company get where it wants to go. Otherwise, you risk losing the top talent required to effectively execute your plans and need to spend far too much time trying to fill empty seats or up-skill junior talent.
In most cases it is just smarter to focus on engaging and retaining your high performers who are currently in place.
Unwanted Employee Attrition Can Be Painful and Costly
Okay, so you don’t want to lose good employees. High employee attrition is one of the top signs of an unhealthy organizational culture. First, you need to ensure that your culture is healthy enough in terms of leadership and organizational trust and capability to provide the foundation for change. Then you need to define and shape a high performance corporate culture that aligns with your corporate strategy.
Four Proven Tips to Engage and Retain Your Best Employees
Here are 4 tips to engage and retain your best employees when it matters most.
1. Attract and Hire the Right People in the First Place
Hire those candidates who will be a good organizational culture fit first, are enthusiastic about your company vision second, and have the right skills and experience third. Be patient and do not settle.
And believe us, it is worth waiting. A poorly hired candidate will absorb time, effort and money before they move on. Wouldn’t it be smarter to take the time now and not later on a mistaken hire?
2. Take a Genuine Interest in Your Employees.
Show that you care about them both personally and professionally. Learn what motivates them and what they like best to do. Recognize their extra efforts and offer them growth opportunities so they feel appreciated for their contribution and can envision a fulfilling career path ahead.
3. Hold Everyone Accountable
Accountability starts with you. Be sure that you as the boss set clear performance expectations and do what you say you will do. Employees look to you as the standard of behavior. The way you handle commitments, no matter how small, becomes symbolic of your trustworthiness and character. And this includes each member of your team.
If you have a low-performing employee, try to figure out what is wrong and to help them correct course. Until you solve the problem, other team members will notice. Why should they work hard if a slacker is ignored? The whole team’s morale can be poisoned if you allow one employee off the hook.
4. Stay Tuned In
Trust and open communication is the foundation to building a strong team. Each team member needs to know that they can ask questions, offer opinions and suggest ideas for improvement without repercussion. Develop a “behavior code” for meetings to encourage a free exchange of ideas and constructive debate.
People should be able to give and receive feedback in a straightforward manner. Set the stage by welcoming input and accepting criticism with humility.
The Bottom Line
These four tips about how to engage and retain your best employees are basic to a positive environment where employees are engaged and committed for the long haul. To know what else they would value most, simply ask them!
Want some specific employee engagement and retention tools? Download our Employee Engagement and Retention Toolkit Now
A Meaningful Company Mission Matters
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Vice President of Human Resources
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The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.
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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!
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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.
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Fortune 500 Financial Services Company
Director of Infrastructure & Technology
LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.
Vice President Human Resources
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 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.”
VP 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
LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.
Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.
SPO Partners & Co
Kim Silva, CFO
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.
Director, Team Development
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.
Human Resource Manager
The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.
Firmware Engineering Manager
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