Are you dealing with employees who don’t seem to be engaged in their work? Are they demonstrating presenteeism – being physically there but mentally absent, or maybe they just don’t seem to care about the company or their peers?
According to Gallup, 70% of American workers are “not engaged” or “actively disengaged” and are emotionally disconnected from their workplaces and less likely to be productive. “Gallup estimates that these actively disengaged employees cost the U.S. between $450 billion to $550 billion each year in lost productivity.”
According to a TLNT article, “Dear Employer: Here’s Why My Disengagement Is About You, Not Me!” written by Scott Span, there are at least three potential reasons why it’s you (the business) and not them (the employees).
1. “Your customers think you suck.” According to the TLNT article, if you don’t have customers coming back, referring you to their friends or family “it’s you, or at least partly you”, which means your employees probably think you suck too.
While some may argue that if the employees were performing their jobs better than the customers would be happy, but the issues most likely lies somewhere deeper. The true issue behind their poor performance is much more likely due to their unhappiness with the company’s culture, poor leadership, a lack of understanding of the mission the company or the tasks at hand, poor incentives etc.
“The truth is happy employees try to give 100 percent. When they give 100 percent, they try to solve customer problems, enhance the customer experience, and keep happy customers coming back.”
2. “Your company isn’t innovative.” This is another of those “which came first? The chicken or the egg?” scenarios, but, because your employees aren’t happy at work they are likely not innovative, but because you aren’t an innovative company, your employees aren’t happy. The easy solution – do something to encourage and motivate them, than innovation and creativity will follow.
3. “Your office has no buzz.” If your company isn’t fostering a collaborative and interactive atmosphere, no one will be brave enough to make the leap to make it that way. This must be done by upper management.