Man staring out the window, disengaged.

Disengagement

The grass is greener…

A recent article by Gallup confirms the data we’ve continually heard in recent years, “67% of U.S. employees are disengaged at work”. 


What does that mean for you? There’s a strong possibility the majority of your employees are looking for greener grass… in the form of another job. The study also says  “51% say they’re actively looking for a new job or are open to one, and 47% say now is a good time to find a quality job.”


In a May 2019 article from ATD (Association of Talent Development), Kristina Nardi shared the idea that “an engaged workforce doesn’t arise from a single organizational role.” I agree. It takes an entire ecosystem to create an authentic culture of engagement (ie. HR, Leaders, Managers, Individual Contributors, etc.).

Business leaders want employees who are engaged, self-starters, loyal and who think about their jobs “as if they owned the business”.  If I were to ask you what percentage of your staff is truly engaged would you know? Would your managers know?  

  • Do your leaders know their staff as individuals?  
  • Do your leaders regularly seek out and receive feedback from their staff?
  • Would you describe your workforce as “friends”?
  • Do your leaders have time to invest in their team?  
  • Are you aware of a precipitating event that caused your employee to be disengaged?

If you answered no to any of these questions, it’s time to take a hard look at the engagement (or disengagement) of your team. Here are some easy ways to begin:

  • Create clarity and accountability through communication. It’s kind to be clear and the best way to do that is by communicating in a way that will resonate with your employees. Ensure leaders are well versed in the styles of their team members and are mindful to use this when communicating.
  • Ensure each employee is a match to their job. Does each employee fit the needs of their role? An easy way to increase engagement is to ensure each employee knows what they do is important and valuable to the organization.
  • Alignment of Purpose – Does each person in your organization understand their purpose? I don’t mean do they understand their job description and KPIs, rather do they understand how they impact and contribute to the overall success of the organization?

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