How to Infuse Meaning into Your Organizational Culture

5 cartoon-like robots are going in one direction while a 6th cartoon figure is walking on his own in another direction

Worker-like robots may get the task done, but what do they contribute when you need more? Organizations that want higher performance need to find a way to deeply engage their employees and get them to give it their all, advocate for the company values and goals and be ready to stay for the long haul. Employee engagement is not a new concept but it has become more than just a “nice-to-have;” it has become a critical factor in creating an organization’s competitive advantage.

It stands to reason that the greater an employee’s commitment to their job, the higher their performance and the greater their productivity. When you have an engaged workforce across the company, the increase in productivity is enormous.

So what can leaders do to increase engagement and create a culture of high performance? Here is what we have learned over the last two decades of specializing in designing, delivering and implementing employee engagement surveys:

Employees are consistently motivated to stay and perform when:

1. They understand exactly what is expected of them.
To deliver what is asked of them, employees need to have a crystal clear understanding of their success metrics and their role. They need to know just how what they do fits in with team and company goals. There should be clarity and meaning directly attached to their job. That’s what separates those who, robot-like, check time cards and those who attack their job each day with gusto.

For example, I am a volunteer ski patrol in the winter. My role is clear: help ensure skiers are safe and help those who are injured. My success is measure by my ability to use my EMT and ski training to help injured skiers quickly and safely get to advanced care. I love to ski, be outside and help others. I am a highly engaged volunteer.

2. They care for and are cared for.
The team matters. Being on a team is a two-way street. As a member, you watch out for your colleagues and are willing to lend a hand when needed. The reverse, too, is true. You know that your team members will support you. Engaged employees have a clear picture of what their team must accomplish in order to succeed and they are willing to do what they can to see that the team is successful.

For example, a recent COO was struggling to succeed at one of our high tech clients. His workload and the complexity of what was required increased dramatically. His team was underperforming. To turn the corner, we identified what critical few things his and his team needed from the rest of organization to succeed and what, in turn, the organization needed from him. In a short 6-months, his team’s performance has improved 35%.

3. They feel ownership and pride in what they do.
When employees have some choice in the role they play, they feel more committed to their job. Savvy leaders understand this. They know and take advantage of the strengths of their individual team members by, whenever possible, giving workers choices around what they do and how they do it in a way that aligns with their organizational culture. That gives employees a sense of ownership and empowerment. As for pride, the more they feel that what they do makes a difference—in the world at large, for the customer, for the team, and for themselves—the greater their sense of achievement.

Once employees understand exactly what is expected of them, feel cared for and feel ownership and pride in what they do, make sure that you consistently reward the behaviors and results that you seek while simultaneously ensuring fair consequences for sub-standard behavior and sub-standard performance.

Learn more about creating a high performance organizational culture.

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Debra Martucci
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Stephanie Webb
HR Program Manager

Rambus

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

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.

Robert Breckner
Firmware Engineering Manager

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

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.

 

Kevin Ashman
Firmware Engineering Supervisor

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

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

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

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!

Bob Ward
Director of HR

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

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.

Kristin Westland-Kaune
Director, Team Development

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