Engage & Retain

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

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“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:

  • 10% lower profits
  • 20% lower operating income
  • 30% lower earnings per share

Engaged Employees
Conversely, higher employee engagement correlates to:

  • 20% greater productivity
  • 10% higher customer satisfaction
  • 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 engagement 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 Employee Engagement and Retention 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

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I can’t emphasize enough what a huge shift you helped to create for us as an organization. Thanks again for your change management consulting help and guidance.

The clarity, practicality, focus, and accountability are exactly what we needed to make this strategy and major transformation a success from a hearts and minds perspective.

Cris Alvarez
VP Corporate Strategy

LSA Global Cambridge Investment Research Financial Services Client

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

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

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 and would recommend LSA to anyone looking to align strategies and cultures.

Gloria Veon
Senior Vice President, Human Resources

Fujitsu

Thanks a million for the great strategy and cultural alignment session for our global leadership team.

Your experience and patience to expertly deal with the inherent and complex challenges between business units uncovered many hidden truths that created a great roadmap for us to move forward as a unified leadership team.

I recommend LSA to any leader looking to shape and align organizational culture.

Juan Plaza
Geospatial Sales Manager, Latin America

Trimble Navigation

We highly value the relationship we have with LSA Global.

I highly recommend LSA to anyone who is looking to strategically, practically, and fundamentally improve individual and organizational effectiveness in a way that makes sense for their unique culture and strategy.

Laura Dominguez
Director of Human Resources

LSA Global really shifted our perspective about strategic clarity and organizational culture.

The 3 C’s approach to workplace culture is very practical and really helps  executive teams – even skeptical ones – ensure that your culture is healthy, high performing, and aligned.

Amy Cappellanti-Wolf
Chief Human Resources Officer

symantec logo LSA Global

The LSA customized Organizational Alignment Survey gave us a comprehensive view of how our employees experience our culture, talent, and strategy.

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.

Thank you for your practical and outcome-oriented approach.

Ted Ramlet
CIO & SVP

McKesson

It was a challenge to find a consultant with an approach to performance improvement that fit our unique performance 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

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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!