We’ve been talking a lot recently about engagement. Management highly values it. Fully engaged workers tend to both be top contributors and find satisfaction in their work. Employees who are tuned in and committed are the ideal, no doubt.
But when passion starts to cool… that’s when the trouble begins. Dispassionate employees are likely running on autopilot and they’re almost certainly exploring their career options. The cost of a team simply going through the motions can be immense. Just think of the ramifications when it comes to client satisfaction and productivity, not to mention retention. Knowing that the impact of disengagement can be great, it’s prudent to keep your workers satisfied. After all, once you recognize the signs of a dispassionate worker, the damage may already be done.
Courtney McGann explored the primary factors driving workers to slowly but surely disengage, citing poor management as the top culprit. This often manifests in a couple of forms: undervaluing workers and failing to communicate effectively with them.
The article offers suggestions for demonstrating employee appreciation – incentivizing good performance, setting realistic goals and encouraging participation through leadership – as well as improving communication – establishing clear expectations and providing regular feedback. It’s notable to mention here that compensation isn’t enough to stoke passion among employees; at least not for long. Passion must be fed, make no mistake, but it’s hungry for more than dollar bills.
Published by Conselium Executive Search, the global leader in compliance search.
