Keys to Engagement Success
By Randy Lewis, M.A.
Randy Lewis is the Director of Organizational Effectiveness for PLS Consulting. Randy’s extensive experience leading employee engagement initiatives has helped his clients achieve impacting change with their employees and key contributors. Following are some of his lessons learned while leading engagement initiatives.
While working with our clients and their employee engagement surveys and initiatives, we’ve noticed that it is imperative to start by asking, “what are you willing to do with the information you get back from your employees?” Because doing nothing may actually negatively impact the company’s employees, profits, safety, and brand. However, taking steps to use employee feedback to improve, has enormous positive impacts.
Our work implementing employee engagement results highlight seven observations that ring true regardless of the work environment:
- Employees want to enjoy the work they are doing. And the more they enjoy what they are doing, the more they contribute to work quality, process/work improvements, and the bottom-line.
- Employees want to be proud of the company they work for. Employees who are proud of the company they work for tend to stay with the company longer and share their enthusiasm for the company with others in the community.
- An employee’s immediate manager is extremely important, but don’t overlook the senior leadership team and the impact they have on both employees and the culture.
- Employees rarely say they get too much important business information – they actually want more – in different forms and ways.
- Employees look for actions more than words – leadership may say they are going to do something, but until it’s done (and communicated) employees probably won’t believe it.
- As long as employee salaries and benefits seem competitive (from what they know of other companies, their friends and family) money isn’t the most important issue.
- Changes in policies without sufficient explanation (or the ability to discuss the changes) have negative ramifications that last a long, long time.
Of course, there are always exceptions, but these items have continued to surface across multiple work environments, job levels, work functions, genders, ethnicities, geographical regions, and industries.
PLS has developed our employee engagement survey and focus group follow-up process to identify key engagement areas that will increase employee involvement, improve business processes, and increase overall business performance.
Our engagement survey identifies critical issues and even helps engage with employees outside of the focus groups in developing workable solutions.
Once solutions are identified, focus group employees meet with senior leaders to develop recommendations for improvement. PLS even helps prepare employees to make a professional presentation to the senior management team by coaching the team about the presentation, what to expect, and how to keep it a positive and powerful experience.
It’s a win/win, and PLS can help you get there. Using a neutral third-party vendor is a key component of the success. It is critical that employees feel free to speak their mind without fear of repercussions from management staff.
For more information about PLS Consulting’s employee engagement services, please contact us.
Randy Lewis can be reached at firstname.lastname@example.org.