Solving the Problem of Employee (dis)Engagement

Have you ever stopped to consider the true value of your people?

You can have the best equipment, processes, and training on the planet. 

But if your employees aren’t engaged … you lose.

And there is the battle taking place on the topic of gaining new talent versus retaining current talent, and I simply want to set the record straight… if you can’t retain the people you currently have… there is no amount of people you can hire that will fix the problem.

Instead, you’re just spinning the revolving door faster.

Here’s a thought: Any retention issues you’re having are a not an employee issue – they are a leadership.

Those issues reflect your actual culture, whether or not it aligns with your company’s stated worldview, vision, or values.

Those disconnects impact retention.

Speaking of impact, what impacts your bottom line more: The cost of training an existing employee to retain them? Or the cost to hire and train a new employee to fill a gap? And how much productivity do you lose when someone leaves?

Most business leaders I speak with can’t even articulate how much each of those actions costs. But here are some numbers we can talk about…

A poll from Gallup tells us that about 34% of employees in the workplace are actively engaged (bonus: 41% less absences).

About 50% of your workforce are disengaged.

Here’s the kicker: 16% are ACTIVELY disengaged. That means they are actively looking for ways to NOT work. And they are costing you a fortune in productivity and negativity. From a monetary perspective, it’s an average of $3,400 for every $10,000 of salary. From a negative culture perspective… probably far more.

Now, convention would say, fix the employee to fix the problem. Train them. Maybe fire them. Something.

Because they have effectively “quit without quitting.”

But here’s the thing… people don’t quit their job.

They quit their boss. They quit their company culture. They quit what they see as toxic leadership.

It’s because there isn’t a connection between their own values to that of their leadership or corporate values. 

Or maybe they don’t feel valued as a person.

So the solution to employee disengagement is not employee engagement; rather, it’s leader engagement.

It sitting across from a human being and having a discussion about the things that matter to that human being… it’s rarely about their race, religion, gender or generation; instead, it’s about tying their values as a human being to the bigger picture.

It’s taking their desires, preferences, and values … and aligning them to the job performance.  Because when we align preference and personality and strengths with the job I’m doing… motivation is no longer an issue.

And here’s a bonus… not only will your retention go up… your productivity will go up, as well.

In fact, we know that if someone feels their work has meaning, they’ll actually work for less money. That doesn’t mean we should pay them less, but at a minimum, they’ll stick around for a long time.

If you don’t believe me, look at the non-profit world. There are people out there who work for far less than their talent and skillsets deserve. Some work at work and then give of their time and work for literally nothing as a volunteer … other than the knowledge that what they’re doing has meaning. 

So what if you could duplicate that in your workplace? 

What if you could change your workplace culture to something where individuals feel heard and that their values align?

What are you doing to engage as a leader?

That’s what true leadership is really about. And that’s what we do to help.

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