After reading Gallup’s annual State of the American Workplace report, one finds that the numbers are less than encouraging. Nearly 70 percent of employees are actively disengaged or are simply disengaged from their jobs. Blair Stover cautions that some of your employees may be among them. However, it does not have to be that way.
Some of the disengagement can be accounted to personal issues. Looking closely, however, at disengagement inside the workplace itself, the main reason is found in employee perception. Employee concept of where one should be and the actuality of where they are in their career often leads to disharmony.
To work on avoiding disengagement, recognize the stock pattern. Listen to your employees. Thank them for their work. Provide competitive perks. If you can, attempt to be flexible about work times and working from home for each employee.
The most important step to take is to hire employees who will walk into the position engaged and excited to be there. This is the type of employee who is more likely to stay in the position and remain that way in the future.
Look for evidence of engagement patterns in those you hire, and the jobs they have held before. Some people are just driven to work harder than others, regardless of the job they hold. This will be evident to some degree when you meet he person. But, more so, when you check into references. A worker who leaves a trail of fans will have their drive and desire to thank for it.