Gallup Inc for years have established – via the millions of replies to their questions sent out on a global basis – that the 70% of the workforce are disengaged from their jobs.
Employee disengagement at 70% is a massive problem and all people in business need not only to be aware of the situation but also need to address it in their respective businesses.
Skip Prichard writes:
“Most business leaders have the mentality that they’re responsible for providing work; employees are responsible for getting it done. Under this logic, it’s up to the employees to motivate themselves day in and day out. However, it’s practically impossible to stay motivated in an unsupportive environment (which is probably why 70% of the workforce are disengaged from their jobs)”.
Pritchard continues to add to his statement by claiming that:
“Disengagement is a defense mechanism. Employees distract themselves from what makes them unhappy (work) with other things they deem more fulfilling, like looking for new jobs, talking to friends, or watching funny cat videos”.
It is claimed that low employee engagement costs U.S. companies over $350 Billion per year.
What causes employees to disengage and how can we help employees get back on track?
In the attached document Prichard quotes Paul Keijzer – CEO of Engage Consulting. Keijzer provides an excellent summary of the roles of the critical players to create effective employee engagement. The 4 Players are:
- The Employee
- The Line Manager
- The C.E.O.
- The HR Department
Indeed “Everyone has a role in creating effective employee engagement”, claims Keitjzer.
Please read Skip Prichard’s summary of Kreijzer’s work on how to create effective employee engagement.
(ORGANIZATION) - The 4 Players in the Game of Employee EngagementPlease click on the bottom LH side of the page to turn to the following page
