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 for over 2 years. The recent Leadership Development Program that they designed and customized with us to help us identify, develop, and retain top leaders in the organization was a huge success. It was instrumental in helping take our company and our key people to the next level. I would recommend their training and consulting services to anyone looking to develop and retain top talent.

Steve Janowsky
Vice President of Operations

Proxicom

We recently hired LSA to help us take our client delivery methodology to the next level as we continue to grow and help our clients succeed. The custom strategy and design session exceeded our expectations. They really understood our business and delivered within tight time frames.  They were the best I have seen for this type of complex, visible and strategic work. LSA’s ability to get a group of 20+ executives from around the globe on the same page, push their thinking to new heights, and ensure an executable plan was excellent. I would recommend LSA to anyone looking to take their strategy and strategic execution to the next level.

Rob Sturgeon
EVP Client Delivery

Service Source

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 strategic training outsourcing and consulting partner to improve performance.

Jeff Coon
VP Human Resources

Exelixis

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.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

We partnered with LSA to help custom design, deliver, and measure an advanced new employee on-boarding and measurement process. The process 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 pilot program in EMEA was a big success and the solution quantifiably improved new employee and hiring manager satisfaction and increased the speed to sales quota for new hires. We are continuing to work with LSA Global to scale the program in other GEOs and expand to cover more roles at VMware.  I would 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 across VMware as we continue to scale.

Rochana Golani
Director, Global Field Readiness

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 brought a very effective training 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, their expertise in this area was invaluable to us in driving consistency, creating a sense of belonging for our employees, and developing a common language for all of us to use.

Binod Taterway
CEO

Blue Canopy

A key to performance improvement is strongly linked to cultivating the proper type of motivation. Since the performance management training, I have been much more focused on identifying and discussing how our actions in Engineering create value to IGT’s success. So far, the feedback has been positive. The group appears to be more accountable for their actions, and victim loop reactions are less frequent. The value proposition for me and those groups we work with is better teamwork, higher spirits, and a better outlook for things to come in the future (renewed enthusiasm).

Stewart Thoeni
Mechanical, HW Engineering Director

The LSA customized Organizational Alignment Survey gave us a comprehensive view of how our employees experience our culture, talent and strategy.  Equally important, the survey and implementation process goes well beyond the typical engagement survey.  The systemic approach provided us with a great forum to discuss the strengths and opportunities in our organization, and then to quickly get focused on the key actions critical to executing our business and people strategies.

Mark Forrest
General Manager, FSM Division

Trimble

I just wanted to let you know how pleased I am with how the new employee on-boarding project went. The end product is wonderful! LSA has been great to work with. I really appreciate all the flexibility and the high quality.

Laurie Torres
Vice President of Human Resources

PDL

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

We held our 1st Year Academy for our new associates last week, and the segment that LSA helped us redesign went exceptionally well. Their instructional design skills made it more relevant, more interactive, and more engaging. We greatly appreciate what LSA did to help us greatly improve a key component of our program!

Larry Brown
Senior Manager, Training & Professional Development

This was an extremely effective executive strategy session that helped our executive team efficiently navigate through our core strategic objectives. It was exactly what we needed.  The approach was practical and valuable for our specific business and market. I would recommend LSA to anyone looking to push their strategic planning and growth to the next level.

Blake Krikorian
CEO

The experiential New Employee Orientation was an incredible success for over 2500 new hires in four years across the globe. They partnered with us to create an innovative solution on very short notice, and added a huge amount of value that isn’t reflected in their cost. We could never have done it without their unmatched combination of expertise, professionalism, and creativity that aligned everything with our unique culture. Even our experienced hires were blown away!

Brenda Wagner
Founder and President

Proxicom

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.

Chris Wells
Vice President, HR and IT

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