Avoid the Hidden Cost of Disengaged Employees With These 5 Things
Gallup's 2023 State of the Global Workplace report paints a rather bleak picture.
It reveals that a staggering 77% of employees worldwide are disengaged. The situation is even more dire for European workers, with a mere 13% feeling engaged.
A significant portion of the global workforce, known as 'Quiet Quitters', are psychologically disengaged from their work.
They might be physically present or logged into their computer, but they lack understanding of their role and its significance. They don't have supportive relationships with their colleagues, managers, or their organisation.
Disengagement is costly
When combined with actively disengaged employees, low engagement drains the global economy of $8.8 trillion, equating to 9% of global GDP.
Disengaged employees often adopt an "it's not my problem" attitude, ignoring issues rather than proactively addressing them.
They may notice a broken system or an unproductive process, but they choose to stay silent, allowing potential improvements to go unnoticed. This can lead to minor issues escalating into larger, more complex problems over time.
In contrast, engaged employees are proactive, vocal, and action-oriented.
They feel a connection to their work, their team, and their organisation. They're not afraid to speak up and take action when they spot a problem or foresee a potential pitfall. Their forward-thinking approach helps to preempt and prevent mistakes that could have serious repercussions down the line.
The impact of disengagement isn't just financial
Disengaged employees can create a toxic work environment.
Their lack of enthusiasm and commitment can be contagious, dampening the overall morale and productivity of the team.
This can trigger a domino effect, where disengagement and dissatisfaction spread across the organisation, undermining the collective performance and health of the workplace.
Leaders must recognise and address employee disengagement
It's not just about salvaging the potential economic value but also about fostering a healthier, more productive, and collaborative work environment.
Through strategic leadership and a focus on employee engagement, we can transform these challenges into opportunities for growth and success.
So, how do you create a workplace that generates high levels of engagement?
It’s not just about how much you pay people
Yes, a robust paycheck can be a powerful motivator, yet it isn't the be-all and end-all.
We all seek something more profound. We want to know that we're not just cogs in a machine. We want to feel part of something bigger, something that matters. We want to know we're making a difference. And we want our bosses to notice us. To trust. To care.
So, how can we bridge the gap from disengagement to engagement, from passive existence to proactive participation?
From my experience working with companies that have not only invested in employee engagement but have also reaped substantial benefits from having a highly engaged workforce, here are some actionable strategies you can implement immediately.
1. Missions aren’t just for superheroes
Every company needs a mission, a north star to guide everyone in the same direction.
But that's just the start.
Each team in the company needs their own mission, something that ignites their drive. Something that gives team members a reason to hop out of bed every morning, ready to conquer the world.
This sense of purpose is a potent driver of engagement and productivity.
Make the mission your team's rallying cry, something they can track with KPIs and feel proud of achieving.
By creating team-level missions, you're not only aligning individual teams with the larger company goals, but you're also making each team member feel intrinsically motivated and part of the bigger picture. It's not just about ticking off tasks on a list; it's about contributing to something meaningful.
2. Honesty is the best policy
This might seem like a no-brainer, but you'd be surprised how many managers prefer to paint rosy pictures rather than facing the hard truths.
It doesn't work. It just breeds suspicion.
Instead, be brave. Trust your people. Speak the truth. Be open about what's going well and what's hit a snag.
Transparency in the workplace isn't just about being open with your employees. It's about building a culture of trust.
And when employees feel trusted and respected, they are more likely to be engaged and committed to their work.
3. Relationships: The secret sauce for a happy team
Workplace relationships are crucial. They're the glue that holds the team together.
Good relationships between coworkers can also make the workplace more enjoyable. And a positive work environment can lead to increased job satisfaction and productivity, and reduce stress levels.
So what can you do to create cohesive teams?
Look for demonstrable examples of team-play and collaboration when hiring - two of the most important traits people look for in their co-workers.
Also screen for specific behavioural traits including social perceptiveness and empathy, traits that help us to understand and relate to each other.
4. Foster a Culture of Continuous Learning and Development
When employees are given opportunities to learn and grow, they're more likely to be engaged. They're more likely to feel valued and appreciated.
Invest in your employees' professional development by offering training programmes, workshops, and seminars. Encourage them to attend industry conferences and webinars. Provide resources for self-paced learning.
When employees see that the organisation is invested in their growth, they feel valued and are more likely to be committed to their work.
Remember, learning and development is not a one-time event but a continuous process. Make it an integral part of your organisational culture.
5. The Power of a Good Challenge: It's all in your head
Neuroscience tells us that tackling challenging tasks triggers the release of neurochemicals that sharpen focus and strengthen social bonds.
But here's the catch: the challenge has to be doable.
Setting impossible goals will only lead to frustration and burnout.
Instead, find that sweet spot where the challenge is tough but achievable, and watch your team rise to the occasion.
By creating engaging workplace experiences, leaders can help everyone on their team feel more connected, motivated, and committed to their work. This not only enhances individual performance but also contributes to the overall success of the organisation.