Case Study - Employee Engagement: Biotechnology

Situation

This Biotech Company is an industry leader in the field of antibody discovery and development. Over the past 30 years the company has built strong intellectual property, technology platforms, and capabilities to engineer cutting-edge therapeutic antibodies that have the potential to transform medicine and reshape people’s lives.

To capitalize on a significant market opportunity that would have a major impact on the company’s future, the company launched a strategic initiative to develop its Leaders, Managers, and Management Systems. Shortly thereafter, the poor economic conditions affected the company, requiring a workforce reduction and increased workloads for the remaining employees.

The leaders wanted to quantitatively assess the level and breadth of commitment and engagement in the organization. Specific objectives included:

Measure the level of engagement and commitment employees have to the company and strategy.
Assess the effectiveness of investments in key Human Resource initiatives.
Determine how effectively the company is managing areas that are most important to employees.
Identify specific areas where leaders can take informed action to increase employee engagement.
Benchmark employee engagement to assess the effectiveness of future Human Resource initiatives.

Complications

The biotech company recognized the importance of maintaining a strong, focused team during this critical time. They were especially concerned about:

Increasing employees’ level of alignment and commitment to the company’s vision and mission-critical strategies
Losing key talent
Improving the effectiveness of the current leadership practices and management systems vis-à-vis an environment that fosters commitment
Understanding key actions that leaders could take to maximize commitment and minimize risk

Approach

We used a best practices employee engagement survey that was initially developed in a landmark study to identify the key relationship between management practices and employee retention. Based upon ongoing engagement research, the employee engagement survey tool has continued to evolve and improve over the last 10 years.

Additional aspects of the approach included:

Customizing the Employee Engagement Survey to provide feedback specific to the company’s culture, strategic objectives, business practices, and organizational systems
Piloting the Employee Engagement Survey with a Test Group to ensure cultural fit and technical functionality
Marketing the Employee Engagement Survey to the organization to encourage participation
Assisting the company to analyze the results and identify key next steps
Providing online and just-in-time reporting capabilities so the company can provide specific Engagement Feedback to its managers when needed
Initiating action around “quick hit” items

Results

The feedback from the engagement survey confirmed that the organization is well aligned to achieve its key strategic objectives and that people are highly committed to the success of the organization. It also highlighted issues that could undermine the company’s pursuit of its objectives – especially if there was a shift in the economic conditions.

Key Drivers of Success:

High survey response rate signifies a high trust environment where employees’ voices are heard
Commitment to the company’s success was the most important survey item for 93% of employees
85% of employees were clear on how their specific goals contributed to the company’s success
82% of employees were engaged in “challenging and interesting” work
Data also signified that the workforce is:
- Charged up about the opportunities that lie head
- Strongly bonded with their manager, team, and coworkers
- Satisfied that they have learned and grown during their tenure at the company

Engagement Opportunities:

While the results of the survey showed a solid foundation for achieving company strategic objectives, there were areas that could impact engagement and retention if not addressed:

Career paths, opportunities to progress, and support are not clearly visible to employees
Visibility to career opportunities at the company is low
Requirements for advancement in the company are unclear
Employees do not feel that their managers know how they would like to be personally rewarded
A lack of understanding of the business strategy impacts employee confidence in the company’s future
There is a segment of employees who feel challenged to manage their workload

Taking Action:

The company wanted to show their commitment to employees with an immediate response to the key problem areas followed by more systemic approaches.

Quick Response:

A career self-management class is being rolled out to enable employees to take greater responsibility for their career development and management within the existing system
A workshop on managing pressure and workload is being rolled out for employees who are experiencing high workloads and levels of stress in their work

Systemic Response:

The leadership is in the process of developing more systematic approaches that provide greater focus on career management, communications, and personal rewards.

Human Capital Index

This is the first year that the company has a done an employee engagement survey. It achieved engagement scores that are extraordinarily high compared to a decade of LSA benchmark scores.

The survey results can be clearly attributed to the company’s significant investment in developing its managers, leaders, and individual contributors over the last 10 years.

The survey also highlighted areas where the company has under-invested. Moving forward, the company now has visibility to manage its human capital investments with greater precision and with the ability to measure the effectiveness of their efforts.

Related Information

Thank you! Your learning strategy insights flipped our approach from a content-driven design to one where business strategy and relevancy drives the leadership programs we aimed to redesign.

This investment more than proved its worth – not only did it improve our leadership development program redesign, but it also was like a mini executive seminar that stretched our experienced L&D team’s thinking.

Richard Morse
Senior Director Talent Management

LSA Global has been a great partner in helping us move toward being “the leading developer of talent in the service performance management industry.”

I have engaged LSA to help develop best-in-class programs in the areas of: Executive On-boarding, Manager Training, Sales Training and Coaching, Employee Engagement, and Instructional Design.

They have consistently met or exceeded my (very) high expectations and are always responsive to my needs to increase performance, engagement, customer satisfaction, and sales growth.

Mike Normant
Senior Director, Training & Development

Having a training outsourcing partner like LSA to support our talent management needs has been a real blessing. In an emerging company where typically you can’t afford the infrastructure necessary to provide a full range of offerings, having an external partner like LSA has been a blessing.

They deeply understand our business and our culture. They do a great job on a wide range of customized training, consulting, and coaching solutions for us.

For us, they are definitely better than having our own internal Training and Organizational Development function. They always do what it takes to hit the mark.

Chris Wells
Vice President, HR and IT

We partnered with LSA to help custom design, deliver, and measure an advanced new employee on-boarding process. It was well thought out and bought into by sales leadership. The combination of targeted sales tools, technology, coaching, performance plans, training, and reinforcement made all the difference. The solution quantifiably improved new employee and hiring manager satisfaction and increased the speed to sales quota for new hires.

I would highly recommend LSA Global for any sales enablement team looking to increase the engagement and speed to productivity of their sales force. We are excited to implement the program globally as we continue to scale.

Rochana Golani
Director, Global Sales & Technical Field Enablement

I’m not sure if I’ve run across a company that can match the depth and quality of LSA’s consultants and facilitators.

I highly recommend LSA to anyone seeking a trusted training, coaching, and consulting partner to improve performance – at both a tactical and strategic level.

They really get talent, learning, and performance.

Jeff Coon
VP Human Resources

We have found LSA to be highly responsive to meeting our unique needs in learning and development. Their passion for high levels of business relevancy, customer satisfaction, and quality align very closely with our core values and talent management strategy.

Kudos to LSA Global. They delivered exactly what I wanted under ever-changing conditions.

Laura McHugh
Director of Training and Organizational Development

LSA has a very unique and powerful methodology regarding learning. Their ability to overcome skepticism, obtain executive support, and create an aligned learning strategy that provides measurable business impact is second to none.

They understand your goals, flex to your needs, and solve problems. They certainly help make my job easier and are a pleasure to work with.

I highly recommend LSA to anyone trying to connect the dots between strategy, skills, knowledge, and results.

Noelle Van Vlierbergen
Human Resources Director

We have worked with LSA Global for our learning and development needs and have always had great success.

They helped us recently with targeted and customized Management Training Workshops to fit our unique situation, and they were fantastic.

I highly recommend LSA to anyone that is attempting to help take their leadership and management talent to the next level.

Mary Johnston
HR Manager, BU Radiology Informatics

LSA helped us to create the strategic clarity and alignment we needed for our team to thrive.

The practical, no-nonsense, and outcome-oriented approach really helped us all get on the same page and set us up to be a high performing leadership team to focus on what matters most.

Michael Carter
VP Human Resources

We turned to LSA Global to help take our behavioral interviewing process to the next level in terms of both efficiency and effectiveness. LSA quickly understood our unique culture and challenging requirements.

They immediately helped us to improve our ability to continue to hire top talent that fits our culture and talent management strategy as we rapidly scale. Thank you!

Julie Pearl
Technical Program Manager

I wanted to let you know how much I enjoyed working with LSA on the design and delivery of the experiential new employee on-boarding training.

I’ve been getting tons of positive unsolicited feedback.

You truly exceeded everyone’s expectations.

Steven Gray
US Enterprise Services

We have had a very beneficial partnership with LSA. Their recent Leadership Development Program helped us to identify, develop, and retain top leaders. It was instrumental in helping take our company and our key people to the next level. I would recommend them to anyone looking to truly develop and retain top talent.

Steve Janowsky
Vice President of Operations

The quality of LSA’s Leadership Training Programs and facilitators is always top notch. We recognize and appreciate the hard work LSA always goes through to align to our unique culture and meet our specific requirements. Thank you for regularly going above and beyond. Your support and dedication, both on the strategic and tactical side, have been outstanding!

Anna Meyer
Leadership Development

The experiential New Employee Orientation was an incredible success for 2,500+ new hires over 4 years spread across the globe.

LSA partnered with us to create an innovative solution on very short notice and added a huge amount of value.

We could never have done it without their unmatched combination of expertise, professionalism, and creativity that aligned everything with our unique culture and growth strategy.

Even our executives and experienced hires were blown away!

Brenda Wagner
Founder and President

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Evaluate your Performance