Improving Engagement: F500 Industrial Manufacturer

Increasing Employee Engagement 19% at a Fortune 500 Industrial Manufacturer

Situation

This $12 billion Fortune 500 industrial manufacturing leader with offices in over 60 countries started a broad initiative to grow revenue, create operational excellence and build a winning culture.  One of their key success metrics identified for the initiative was increased employee engagement.  As part of the strategic, they ran an employee engagement survey and implemented broad actions across the company based upon the results.

Complications

  • Many Actions but Little Improvement: Despite some sweeping actions over a four year period based upon the employee engagement survey feedback and some tangible improvement in discreet engagement categories, overall engagement scores remained flat.
  • Global Company with Diversified Needs: With over 40,000 employees in 600 locations any solution must be able to scale operationally and culturally while making sense for all 11 strategic business units.

Objective

Raise overall employee engagement scores by at least 2 points.

Approach

After four years of little progress, the senior leadership team decided to hold managers accountable for demonstrating authentic leadership and driving engagement locally.  This new approach included making sure that leaders at all levels are accountable for doing the right things to manage performance, communicate important messages, and to develop and reward their people, being role models for the values of the organization and for their teams and hitting specific metrics against business outcomes and key behaviors / leadership competencies throughout the performance management and leadership review cycles.

Additionally, the company created seven overarching engagement guiding principles to consistently drive the initiative forward across the globe:

  1. The person with the greatest impact on an individual’s engagement is that person’s immediate manager. This is where the real employee engagement happens – not at the enterprise, business unit, region or function.
  2. Employee engagement must be integrated into the company’s key strategic priorities; it is not a standalone initiative.
  3. Managers must continually identify engagement gaps and define solutions with their teams. This will, in turn, build trust and increase discretionary effort among employees.
  4. Employee engagement is a key enabler to the business strategy. Data will give insights on our organizational and cultural health enabling the business to diagnose where it can be more effective.
  5. In order to significantly improve engagement, it is imperative that there are clear priorities, a laser like focus and strong leadership.
  6. Leaders must coach each other through support, helping them understand their data, and by keeping a very strong focus on what’s within their control to make better.
  7. There is a lot that is going well with engagement—continue to build on those strengths.

Solution

In support of the seven guiding engagement principles, the company developed a comprehensive Employee Engagement strategy focused on enterprise and business-led activities with a constant emphasis on two-way communication and continuous improvement.

  • Initial Leadership Workshops: Kicking off its global, enterprise-­led effort, the company rapidly developed and deployed a leadership and engagement workshop to its global audience. The one­-day classroom workshop was designed to equip managers with practical strategies they can use to retain, engage, and encourage the talents of their people.  It also addressed leader/manager behaviors such as coaching and communication that are critical drivers of engagement at the company.
  • Reinforcement: As part of its overall strategy post­ workshop actions were identified to maintain momentum, further learning and drive sustainable change including (1) an Online Employee Engagement Manager Toolkit with a Talent Risk Assessment, a template to a Stay Interview conversation plan, a one ­page What Matters Most survey, and links to best practice tools and articles.  (2)  Executive Overviews detailing the critical business case for engagement across the organization and setting the expectation to model engagement and retention behaviors.  (3)  Human Resource Coaching and Training designed specifically for Human Resources personnel to coach on engagement and promote use of Manager Toolkit resources.  (4) A series of targeted career development workshops for employees and managers.  (5) Best Practice Sharing of top ­quartile engagement managers as lessons learned across the organization.

Results

  • 19% increase in overall employee engagement in two years – (from 63% to 75%)
  • 2.2-to-1 difference between managers who completed the course (11% engagement improvement average) compared to those who did not complete the entire program (5%  engagement improvement average)
  • Recognized as one of the top 50 Most Engaged Workplaces
  • Named one of FORTUNE Magazines’ World’s Most Admired Companies
  • Listed as one of the 100 Best Corporate Citizens

employee-engagement-improvement

Related Information

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

Proxicom

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

Intuit

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

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

LSA is an instrumental training outsourcing partner helping us to build leadership and management capacity while strategically investing in our people.

LSA’s flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans and talent management strategies.

Their ability to custom design, deliver, and evaluate high impact Management Training Programs has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

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

AKQA

We hired LSA Global to design and deliver a customized outdoor experiential new employee orientation program for our recent group of MBA new hires.

The program reinforced WIPRO core values, helped to build relationships with fellow associates, and enhanced the group’s ability to operate successfully in the global world.

I definitely recommend LSA for effective employee onboarding of top talent.

Vishu Venkat, PHR
Talent Acquisition

We have partnered with LSA for years.  Our organization’s learning needs have increased, decreased, and increased again over time.

The beauty of LSA’s business model is its flexibility and depth of their expertise.

When we need strategic or tactical outside help that we can trust, we use LSA knowing that we can depend on outstanding quality advice and targeted solutions every time.  You cannot go wrong with LSA.

Margie Bunting
HR Manager

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

Fujitsu

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

Samsung

LSA asks the hard questions, listens, and understands both our business and talent needs.

We greatly benefit from their expertise ranging from assistance with personal development plans, to enhancing team performance, to enterprise-wide talent management challenges.

LSA provides great ideas, a fresh and practical approach, and valuable guidance on how to get the most from your talent.

Kristin Westland-Kaune
Director, Team Development

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

Gilead-Sciences-Logo-LSA-Global

We partnered with LSA Global to help us invest in our people. LSA custom designed an impactful management curriculum to help upskill our key managers and leaders.

We consider LSA to be our trusted learning and development partner and a valued extension of our team as we rapidly scale.  Thank you LSA!

Lisa Bruun
SVP Human Resources

Ellie Mae

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

Proxicom

LSA brought a very effective training strategy, design, and implementation approach to help us create a common language around our corporate training.

As a fast growing company with a geographically dispersed workforce, LSA’s expertise was invaluable to us in driving consistency, creating a sense of belonging for our employees, and developing a common language for everyone.

Binod Taterway
CEO

Blue Canopy

Evaluate your Performance

Toolkits

Get key strategy, culture, and talent tools from industry experts that work

More

Health Checks

Assess how you stack up against leading organizations in areas matter most

More

Whitepapers

Download published articles from experts to stay ahead of the competition

More

Methodologies

Review proven research-backed approaches to get aligned

More

Blogs

Stay up to do date on the latest best practices that drive higher performance

More

Client Case Studies

Explore real world results for clients like you striving to create higher performance

More

Top 10 Ways to Boost Engagement

Top 10 Ways to Boost Engagement

Research-backed lessons from over 500,000 engagement surveys responses per year

Way to take the first step to higher engagement!