At Lanes, we pride ourselves in effectively managing our most valuable asset: our people. How our employees engage with the business and their work correlates to how well they progress in our employ and is fundamental to our success in providing outstanding service to our clients. We believe that by understanding and fostering employee engagement, we can create a work environment that is productive, rewarding and fulfilling. But who is responsible for this?

In this blog post, we explain our strategies for and approach to employee engagement, informed by our People Strategy, to ensure our team members thrive and are engaged on every level of the business.

What Does 'Employee Engagement' Mean?

Employee engagement is the connection and commitment that employees feel towards their work and the company, driving them to perform well in their roles and contribute to organisational success. Engaged employees are more likely to be enthusiastic, motivated and committed to their work, leading to higher productivity, better customer service, and increased company loyalty.

At Lanes, we recognise that the heart of our success lies in how connected our employees feel to our mission and values. High levels of engagement lead to better job performance, lower turnover rates, and a stronger work culture. By fostering a work environment where every team member feels heard, appreciated and integral to our success, we ensure that Lanes remains at the forefront of the industry, not just in terms of revenue and results, but as a preferred employer.

The Various Roles in Improving the Employee Experience

Our HR team ensures that engagement remains a priority across all levels and that resources are allocated to support these efforts effectively. They do this through engagement strategies, analysing feedback from surveys, and implementing improvement plans. However, employee engagement is not solely the responsibility of the HR department or senior management, but a collective task that involves members from every level of our organisation. Here is how different roles contribute to fostering a high-engagement culture:

• Senior leadership: our leaders set the tone for engagement by embodying the company’s values and vision. They are responsible for creating an inclusive and motivating environment where open communication and respect are fundamental. Our company's leaders also drive strategic initiatives and demonstrate their commitment to employee wellbeing and development.

• Team managers: direct supervisors significantly influence employee engagement by providing support, guidance and recognition to other employees. Managers ensure that the daily work aligns with overarching goals, and that team members feel their contributions are valuable. They also assist with mediating challenges and facilitating the career growth of their teams.

• Employees: engagement is also driven by employees themselves. By participating actively in engagement surveys, focus groups and feedback mechanisms, employees have a direct hand in shaping their work environment. Their enthusiasm and commitment to their roles and to company initiatives play a key role in creating a vibrant workplace.

Engagement is a dynamic and ongoing process that requires the active participation of everyone in the company. By working together, we ensure that Lanes Group remains not only a leader in the drainage industry, but also a top employer where people are eager to work and grow.

Our Strategic Objectives to Improve Employee Engagement

Our People Strategy outlines several key strategic objectives that are designed to enhance employee engagement throughout our organisation. Here’s how we are working to integrate these goals into our daily operations:

• Embedding the company's purpose, values and vision: we believe that a clear understanding of our purpose, values and vision is necessary for fostering a sense of belonging and motivation. By ensuring these elements are at the heart of our company culture, we empower our employees to align their personal goals with the broader objectives of the company.

• Cultivating an environment of openness, respect, honesty and dignity: we strive to create a workplace where every employee can benefit from open communication, mutual respect, honesty and dignity. We encourage everyone to share ideas and feedback, which are vital for continuous improvement.

• Enhancing communication and feedback mechanisms: we regularly ask for feedback from our team members and ensure it is carefully considered and acted upon. This helps us to stay aligned with our employees' needs and expectations and to foster a culture of continuous improvement.

• Creating a progressive, collaborative and healthy working environment: we are committed to providing a workplace that supports collaboration, innovation and wellness. By investing in the right tools and spaces, we facilitate teamwork and creativity, while also prioritising the health and wellbeing of our staff.

• Continual engagement and active listening: regular engagement with our employees allows us to understand their needs and adapt our strategies accordingly. We use active listening to properly hear and understand our employees' feedback.

• Making employees feel valued and respected: we recognise and celebrate the contributions of our employees, making them feel respected and valued for the work they do. This recognition can boost morale and reinforce their significance to the company’s success.

• Transparent change management practices: as we evolve, we maintain transparency in our change management practices. We want all our employees to be well-informed and able to adapt smoothly to changes, further fostering trust and engagement.

With these strategic objectives, we build a reliable and engaging work culture so our various teams grow professionally, adapt to changes within the industry, and feel connected to our collective mission.

How We Implement Our Engagement Strategy

To effectively bring our strategic objectives to life, Lanes employs various methods and initiatives designed to nurture and enhance employee engagement:

• Regular communication of visions and goals: we communicate Lanes' goals at the onset of employment and consistently reference and reinforce these through various company communications, meetings and onboarding processes. This keeps our teams aligned and focused on our common objectives.

• Utilisation of employee focus groups: we tap into the insights and perspectives of our employees. These focus groups play a crucial role in sense-checking and recommending solutions to improve performance and workplace satisfaction.

• Employee engagement surveys and pulse surveys: we gather valuable feedback on employee sentiments and engagement levels through quick surveys that are optional and easy to fill out. The results help us identify areas of success and those needing attention, allowing us to formulate targeted action plans.

• Communication and events planning: our comprehensive communication and events plan includes regular updates, workshops and team-building events. These initiatives foster a sense of community and keep everyone informed and engaged with the company’s developments.

• Promotion of best practices through case studies: we identify and share best practices within the organisation through internal case studies. Highlighting these success stories also motivates other teams by showcasing achievable results and strategies.

• Employee feedback and suggestion scheme: we encourage continuous feedback by providing a platform for employees to share their suggestions and comments on their own engagement at any time. This open-door policy ensures that all employees feel they can contribute to the company’s continuous improvement.

• Conducting stay interviews: we gain insights into what keeps our employees motivated and committed to our company. These interviews also help identify potential areas for improvement, ensuring we continue to provide a work environment that meets the needs of our employees.

Through this range of strategies, we take steps to actively cultivate an engaging and inclusive workplace, demonstrating our commitment to listening to our employees and continuously striving for a better work environment.

Measuring Success in Employee Engagement

At Lanes, we believe that the success of our employee engagement strategies can be quantitatively and qualitatively measured. We use a variety of metrics to assess the impact of our initiatives, ensuring we are always moving towards enhanced employee satisfaction and organisational health. Here are the key measures we employ:

• Increase in employee satisfaction scores: through our regular engagement and pulse surveys, we monitor shifts in employee satisfaction over time. An upward trend in these scores is a strong indicator of successful engagement strategies and a positive workplace environment, while a downward trend informs us that we must look to change and improve some aspect of our strategy.

• Employee retention rates: retention is a direct indicator of how well we are engaging and satisfying our workforce. High retention rates suggest that our employees feel valued and see opportunities for growth and development within Lanes.

• Results of pulse surveys: pulse surveys provide immediate feedback on specific initiatives or broader company sentiments. They help us gauge the immediate impact of our actions and adjust our strategies in real time to address any concerns or capitalise on what is working well.

With these metrics, we can track our effectiveness and identify areas for improvement. Success stories and positive changes reinforce the value of our engagement efforts, while any challenges provide a clear focus for our continuous improvement efforts.

Work With Us

If you are keen to enter the world of drainage services as a frontline worker or in an office-based role, you can take a direct hand in helping us build and improve our employee engagement initiatives. To learn more about our available roles, visit our jobs hub, or contact us today.

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