This week in HR, I'm revisiting and revising this blog, the first draft of which I wrote when I wasn't exactly in it to win it. I was DISengaged. We are back in the office at Crescent as of Monday, 1/18, and we continue thinking about employee engagement. With that in mind, today is a good day to refocus, reengage, and rewrite. "Things are always better in the morning." - Harper Lee
This morning I woke up with gratitude for the many good things in my life and sent thoughts and prayers for friends and family who are not so well off right now or generally. This little practice of reengaging in the context of gratitude for the good in my life and awareness of the adversity in others' has overhauled my attitude and it enhances my efficacy in the office. The best way I have found to reengage begins with deliberate gratitude. Gratitude has the power to nullify stress, like an antidote.
If engagement looks like what I described in last week’s blog, #initiative, #inspiration, #innovation, what does disengagement look like? The following are signs that you may be losing your employee literally to another employer or practically, in terms of performance:
I spent 2 years disengaged. I lost my precious mom in March of 2017. At the time, I was enrolled in my Master of Business degree at Tulane University, managing multi-national recruiting operations through multiple M&As, and involved in several charities; I had serious momentum. Everything came to a crashing halt thereafter. I dis-enrolled from class, I stopped being interested in doing innovative things at work, I withdrew from a meaningful volunteer post; I was a zombie for the next 2 years.
In hindsight, I can begin to appreciate the lessons learned and steer away from shame; I needed those difficult years. I was arrogant and unrelenting in my expectations of others. Going through a deep valley where you are the opposite of the values you hold dear, falling short of the expectations you lord over others can be a painful... opportunity.
Not all reasons for disengagement are as obvious as bereavement, and after a year like 2020, many employees are bound to feel despondent, and validly so. Regardless of the root cause, disengagement has very real costs and should be addressed and managed, to the extent an employer can. And maybe thinking about disengagement as an opportunity can help. Renewal is almost always lovely, unless it's an insurance policy.
Engaged employees generate more revenue – as much as 43% more,
according to a Hay Group study, and they’re 87% less likely to leave their organization.
Engagement is important and worth striving for.
Employers can and should expect strong performance and engagement from employees. Thankfully, employers have options for reengaging disengaged employees. It starts with communication, empathy, and empowerment.
You may already be paying for some engagement tools and there are others that are relatively free...