Recruiting, Motivating and Employee Retention Training / Employee Engagement Survey

Employee Engagement Survey

Measure Your Organization's Productivity and Employee Retention Health

"Leading 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 Human Resources and Information Technology | Xoma Ltd.

"LSA Global has provided our Employee Engagement Survey for the past 3 years. Their ability to administer the survey, help us sort through complex organizational changes that impact reporting, and provide flexible, customized report formats gives a high level of comfort and confidence in the work. The survey results have helped us identify and take actions to address the concerns of our Gen Y workforce. In all, LSA provides us with great value, and I would highly recommend them.” 
Mike Normant | Senior Director Training & Development | ServiceSource Corporation

Description:

The costs of disengaged employees and unwanted attrition are well understood. According to four recent studies, the impact of lower employee engagement scores is pretty startling:

• 12% lower profits
• 19% lower operating income
• 28% lower earnings per share

While higher employee engagement scores correlate to:

• 18% greater productivity
• 12% higher customer satisfaction
• 51% less voluntary turnover

Hoping to boost employees’ discretionary efforts and reduce turnover, many organizations scramble to implement engagement and retention solutions without really understanding the factors specific to target high value employee groups.

Such off-target programs yield mediocre results, waste precious company resources, and can even lead to increased attrition. Before you undertake an engagement or retention initiative, you need to know exactly where and how to target your efforts. Which of your employee populations are most at risk? What does your own top talent really want? And why might they decide to stay at or leave your company?

Our proven Employee Engagement Survey, based upon ground-breaking research, provides a clear picture of your organization’s strengths and opportunities for developing better employee engagement and commitment.

A subscription option offers you the ability to access the company’s own on-line database on a 24/7 basis and allows for reports to be printed just-in-time at the client location.

This information enables executives and senior management to accurately target engagement & retention interventions to the populations most at risk of attrition, as well as to those most critical to your company’s long term success.

Our employee engagement solution contains four key components:

1. Employee Engagement Survey

The Employee Engagement Survey rates the effectiveness and importance of the relevant factors that affect engagement and turnover, including:

• Organizational alignment and systems

• Management practices

• Overall employee engagement index

• The likelihood employees will leave your company within the next twelve months.

All items in the Employee Engagement Survey are statistically validated and predictive. When deployed repeatedly, the Employee Engagement Survey enables an organization to measure engagement and retention trends and improvements over time and adjust strategies when necessary.

2. Employee Retention Profile Report

The Employee Retention Profile Report analyses survey item responses to identify organization-wide and group specific attrition vulnerabilities and strengths.

Demographic information gathered in the survey is used to focus recommendations on those employee populations most in need of intervention. Engagement and retention trends are typically identified in the areas of employee performance, department, job title, length of service, age, gender, and level of responsibility. Report findings and recommendations address:

• Current state of employee engagement

• Key retention risk factors by target group

• Alignment of existing organizational systems & management practices for engagement & retention

• Recommended strategies for improvement

3. Supplementary Program Components

The following components can be used to supplement the analysis, findings, and recommendations presented in the Employee Engagement Report:

• Focus Groups for specific departments or populations to explore why those employees stay with or leave the company; early warning signals that have been observed; and retention best practices currently in use.

• An Organizational Systems Review to assess the strengths and potential vulnerabilities of existing systems for: recruitment and hiring, orientation and assimilation, performance management, learning and professional growth, career development, quality of work/life balance, and compensation and benefits.

• Review and analysis of exit interview data, gathered either with the Exit Interviewing Service or via your organization's existing HR processes.

4. Targeting Your Engagement and Retention Initiative

Depending on the findings and recommendations in the Employee Engagement Profile Report, LSA may recommend participation in one or more of the following additional programs to create a systemic solution:

Exit Interviews

• OutTakes™ Exit Interviewing Service: an ongoing measurement tool to capture the real reasons why employees leave.

Employee Retention

• Attracting Top Talent™: increase participants’ ability to recruit and retain high-quality, productive employees.

• Retaining Top Talent™: enables managers to reduce attrition by devising a specific action plan to implement with their direct reports; includes ITS’ proprietary Retention Assessment Profile™ and follow-up retention coaching.

New Employee Orientation, On-Boarding, and Assimilation

• New Employee Orientation™: expedites assimilation and increases productivity of new employees by providing a clear preview of the company culture and the information needed to get off to a fast start.

• Transition to Management™: provides new managers with a quick start on how to effectively manage their new staff and responsibilities.

To speak with an LSA Expert and learn about the employee engagement survey customization and roll-out options at your company, please contact us.

See Also: Employee Engagement Training Best Practices Community