“LSA Global’s ability to engage and retain talent has been a blessing. Their ability to help us sort through complex organizational changes that impact reporting, and provide targeted insights gives a high level of comfort and confidence in the work.
They help us identify and take meaningful actions to engage and retain talent while addressing the concerns of our Gen Y workforce. In all, LSA provides us with great value and expertise, and I would highly recommend them.”
Mike Normant | Senior Director Training | ServiceSource
How you engage and retain talent matters. If you take care of your employees, they will take care of your business. According to the Bureau of Labor Statistics, over 2.7 million people quit their jobs each month. The business costs and benefits of employee engagement and retention are hard to ignore.
Disengaged Employees
According to four recent studies, disengaged employees and unwelcome attrition create:
Engaged Employees
Conversely, higher employee engagement correlates to:
Research has identified over three hundred potential engagement drivers and confirms that only a “vital few” make a significant difference for each organization.
Before investing in engagement and retention solutions, make sure that you truly understand the critical factors required to target high value employee groups for your unique situation.
Then equip your leaders and managers with proven tools and strategies to enable them to mobilize their employees’ energy and commitment to be engaged, retained and aligned with your business strategy, priorities, and initiatives.
Studies show that engaged workers are over 40% more productive than their unengaged counterparts. Yet, a whopping 70% of workforces are at best complacent and at worst actively disengaged.
Creating a competitive advantage through people requires both a top down engagement strategy and a bottom up approach to motivating and retaining individuals.
A recent study of over 1,200 employees across 12 US-based companies found that 45% of employee engagement is accounted for strictly by management practices. Another 15% is influenced by organizational systems.
Most companies have just scratched the surface of the benefits that employee engagement and retention can have on their bottom line. Employee engagement should be viewed as a strategic tool for optimizing workforce contribution.
To be effective, it should be considered in all aspects of leading and managing within an organization.
Our approach to Employee and Retain Talent has four key components:
Too often companies jump first to selecting “the right engagement survey” without thinking through the strategy, culture, and talent implications of the potential engagement actions required to measurably improve employee engagement.
The key is to use a validated and customizable survey that is action-driven rather than curiosity-driven.
Design and implement state of the art processes to attract, hire and onboard top talent that aligns with your brand and strategy.
Identify, prioritize, and close key performance gaps to create
differentiated talent.
Explore real world results for clients like you striving to create higher performance
Research-backed lessons from over 500,000 engagement surveys responses per year
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