Staff Disengagement – Top Trends and Remedies to Re-energize Your Workforce 2

Do you feel at times that your staff have tuned-out or have turned-off? Absenteeism on the rise? Is it getting more difficult to motivate others? Are you finding it more challenging to retain talent? Well you are not alone. Results of a survey conducted by Towers Perrin revealed that the number of staff who reported being highly engaged at work was only 17%. Fifty-Nine percent of those surveyed indicated that they were moderately engaged at best; and 24% said they were actively disengaged. And worse yet – those disengaged employees were busy acting out their unhappiness, undermining what the engaged co-workers were trying to accomplish.

What can you do to reverse this trend? 

What can managers and business leaders do to engage the hearts and minds of their employees? According to Dr. David Vik – author of, “The Culture Secret” it starts at the top. Every organization has an identity – a culture – that is best defined as the values, beliefs and attitudes that are shared by all members of the organization. Think of your organizations culture as the rudder that keeps the ship on course. Tony Hsieh – CEO of Zappos believes “If you get the culture right, then a lot of really amazing things happen on their own”. Without a solid foundation you stand little chance of retaining or attracting new talent.  Your mission or value statements should be more than a catchy phrase or sound bite. Every decision you make should be a reflection of those values or you shouldn’t do it. All too often there is a disconnect between what we say we are going to do – and what we actually do. All too often we send out mixed messages and lose sight of why we do what we do and for whom.

Have you given them enough reasons to want to stay?   

Everyone is competing for the same talent. Why would they want to work for your company instead of your competitors? What can you offer them that your competition can’t offer? How much fun are you to be around? If you want to attract new talent or more importantly – keep the talent you have – you need to give them a reason to want to stay. And trust me – it’s rarely about how much money you pay them. Yes – money is important – but it sits at about number four or five on the list of what motivates people. Based on the results of exit interviews conducted by the Saratoga Institute workers left because they felt devalued and unrecognized – there was a loss of trust and confidence in senior leaders – there was too little feedback and coaching or there was too few growth and advancement opportunities. Promote from within based on merit not seniority.

What are you prepared to do about it? 

“The real impediment to producing a higher quality product more efficiently aren’t the workers, union or non-union, it’s management” ( Kenneth Iverson). Change comes from the top down – never the bottom up. Nothing happens by chance. It takes a concerted effort on your part to insure everyone on your team is successful.  If you are looking to re-energize your workforce and attract new talent –  then it’s time to get FOCUSED(C) on what matters most – your people.

F – Friendly: Smile – build collaborative teams. Make everyone feel important.   

O – Observant: Reach out to those in need and teach them what they need to know. But, resist the urge to micro-manage.

C – Consistent: Treat everyone the same. Company policy and procedures are for everyone – specially your super stars.

U – Understanding: Be empathetic – See it from their point of view.

S – Sincere: If you truly want others to be successful it will show in the way that you treat them.

E – Energized: Be enthusiastic – lead by example. Be your team’s biggest cheerleader

D – Dependable: What ever you say you’re going to do – do it. They must be able to trust you.  Your word must be your bond.

Copyright 2013 – Brian Smith. May not be reproduced without permission.  Questions or comments? Please contact Brian directly. 🙂

2 comments

  1. The solution does start at the top. We have evolved into society where talking work goes further than actually doing work.. When co workers see that kind of behaviour being rewarded over hard work, they become disengaged.

  2. I agree – Management needs to set the tone – maintain the standard. Workers take offence if the rules aren’t applied fairly and consistently without exceptions. I appreciate your comments. – Thank you for taking the time to read my blog and respond. – Cheers

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