It’s official: 80% of your employees woke up this morning and felt that they really, really didn’t want to come in to work.
That’s not because of the cold, or because their weekends were so great that they want to relive it all. It’s because they simply do not feel connected to your organisation or anything it stands for. This is according to Gallup, which found in a survey that eight out of every 10 employees are unhappy at work, and feel disengaged.
The question is, why is this such a prevalent problem? I believe there are several factors at play here. First off, there’s the simple fact that, in many cases, the values system of the organisation and the employee are at odds. In other words, if the organisation was a person at a braai, the employee would do everything she could do avoid him, lest they start a loud argument based on each other’s erroneous beliefs. This is a relationship that’s just never meant to be.
Sometimes, it’s not the individual’s relationship with the organisation that’s uncomfortable, but their relationship with their direct report. In fact, it’s the boss, rather than the company, its brand or even the work available that attracts people – but it can, just as frequently, push them away.
Finally, employees often experience a disconnect when they cannot see the bigger picture. Because they don’t understand how their actions contribute to the company’s overall success, they feel like a cog in a giant wheel, and have a limited sense of purpose and meaning.
Whatever the reason, disengagement always has the same outcome: lowered staff morale and decreased productivity. That’s why it’s vital to ensure that all within an organisation are feeding its transformation, growth and integration, something that transpires only when there is a mechanism that speaks to all core reasons for dissatisfaction in place.