Engage & Retain

How to engage and retain “A” players to move the business forward.

Share:
Facebook Twitter Google+ Email

“LSA Global’s ability to engage and retain talent has been a blessing.  They have designed and delivered our Employee Engagement Survey for the past 3 years. Their ability to help us sort through complex organizational changes that impact reporting, and provide flexible, customized information gives a high level of comfort and confidence in the work. The survey results have helped us identify and take 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.

According to four recent studies, disengaged employees and unwelcome attrition create greater than 10% lower profits, almost 20% lower operating income, and up to 30% lower earnings per share. Conversely, higher employee engagement correlates to nearly 20% greater productivity, more than 10% higher customer satisfaction, and up to 50% less voluntary turnover.

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:

    1. Identify the Role Employee Engagement and Retention Play in Your Business Strategy. The role should be a central focus in the design, execution, and measurement of your business plan.
    2. Focus on Implementation First, Then the Survey. Ensure that you have the desire, time and ability to implement employee engagement and retention solutions in a way that makes sense based upon the survey results. Too often companies jump first to selecting “the right engagement survey” without thinking through the strategy, culture and talent implications of the potential actions required to measurably improve employee engagement.
    3. Use an Engagement Survey that Provides Strategic Insight and Enables Immediate Action. While they may be good for a consultant’s bottom line, standardized or abbreviated engagement surveys typically provide leaders less than half the information needed to make decisions and take action. The key is to use a validated and customizable survey that is action-driven rather than curiosity-driven.
    4. Make an Employee Engagement and Retention Index a Key Performance Indicator. Your engagement index is the equivalent of your company’s market capitalization for your employees, and it should be used to evaluate all human capital programs looking to improve employee advocacy, discretionary effort and retention.

 

Related Information

Recent Studies

Disengaged employees and unwelcome attrition create greater than ten percent lower profits, almost twenty percent lower operating income, and up to thirty percent lower earnings per share

Explore more Differentiated Talent

Brand, Attract & On-Board

Design and implement state of the art processes to attract, hire and onboard top talent that aligns with your brand and strategy.

More

Picture of a HR Tean about to Assess and Develop Talent

Assess & Develop

Identify, prioritize, and close key performance gaps to create
differentiated talent.

More

Engage & Retain

Engage and retain “A” players to move the business forward.

More

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources

Thoratec

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

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

You have become our premier change leadership strategic partner. Your expertise in the human side of change is unparalleled and enabled our company to successfully implement our ERP Solution under challenging and ever-changing circumstances.

Ted Ramlet
CIO & SVP

McKesson

We value our relationship with LSA Global. They focus on understanding our business situation and helping us succeed. LSA continues to deliver top quality consulting and leadership solutions that are highly customized for our business and culture. I would highly recommend LSA Global as a top quality resource to anyone looking to greatly improve the skills of their leadership, management, and project teams.

Bonnie S. Olson
Vice President of Human Resources

LSS

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

Originally, we launched a RFP to partner with a sales training provider to improve the sales skills of our global distributor network. LSA Global challenged our thinking by suggesting we focus on the systemic strategy, culture and talent factors that create sales success before we invested in the more symptomatic needs of sales skills and knowledge. LSA Global identified the two strategic actions to improve overall sales performance and then designed and delivered world class sales training across the globe to help increase revenue and margin.  I’m so happy we took a more strategic approach to sales performance.

Kim Benson
Director Human Resources

Trimble

It was a challenge to find a consultant with an approach to performance improvement that fit our unique culture and style. We were pleasantly surprised to discover LSA’s depth of expertise in the fields of motivation, developmental coaching, performance management, and measurement.

LSA seamlessly integrated those components without our folks feeling like the intervention was forced. They understood what we were trying to accomplish, helped us clarify our objectives, and created a solid, refreshing approach that quickly got us moving and engaged at all levels across the organization.  Overall, I couldn’t be happier that we found a true strategy and implementation partner in LSA.

Doug Hansen
President and Director

Redwood Trust

The experiential New Employee Orientation was an incredible success for 2,500+ new hires over 4 years spread across the globe. They 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. Even our experienced hires were blown away!

Brenda Wagner
Founder and President

Proxicom

We looked to LSA Global as a consulting partner to help us explore innovative and scholarly approaches to promote employee engagement and sustain the unique culture we’ve built over the last decade.  LSA helped us perpetuate coaching as a discipline across the organization by integrating our core values, goal setting, and performance management.  We appreciate LSA’s commitment to cutting-edge practices to help keep us a step ahead during this time of rapid change.

Rosalyn Chan
Vice President, Human Resources

Redwood Trust

We value the relationship we have with LSA Global. I highly recommend LSA to anyone who is looking for top quality solutions to improve individual or organizational effectiveness.

Laura Dominguez
Director of Human Resources

Great job in designing the Mergers and Acquisition strategy session for our global leadership team. The session was excellent. I gained additional insight on the importance of the role of HR regarding strategy, culture, and people in Mergers and Acquisitions.

Gloria Veon
Senior Vice President, Human Resources

Fujitsu

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!