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Dissing Employee Engagement in not Good

DIS is not good

DISengaged Words

I was thinking about what happens when employee engagement is dissed. The act of being dissed is putting something down. It also means the act of being disconnected by voice. The common term we use in work is employee disengagement and I began to generate other “dis” words associated with disengagement and disconnection from work:

  • disdain
  • disapprove
  • distrust
  • disapproval
  • disillusioned
  • disinterested

Let’s stop DIS right now.

Zinger Associates

David Zinger is an employee engagement expert who uses the pyramid of employee engagement to bury disengagement with positive, practical, and tactical approaches to full and authentic engagement.


  1. David:

    I would love to explore the roots of dis problem. When something as proven as engagement is dissed there must be an underlying factor. Is it the fear of change? concern about loss of control? Are leaders worried about loosing power by giving some of it to others?

    Engagement has worked for so many organizations and yet many other dis – miss it as a “nice to have” or limit engagement to annual surveys. You would think that with the competitive advantage that comes with engagement that no one would discourage it.

    Perhaps people are disillusioned with engagement because only pieces of engagement were implemented initially – with key components of the pyramid missing.

    Can we help organizations that are disinterested reengage with engagement?

    Removing the dis leaves us:

    and Heartened!

  2. Dis was quite a well composed comment, thanks Sharon. I think “Re” is the way to transform “Dis.”

  3. Robert Shumate says:

    David…agreed that “Re” is a great way to transform “Dis”, but it always seems that rebuilding is a much longer and involved process than is tearing-down. This is especially true when the “Dis” becomes part of a culture that includes “tenured” employees.

    To “Re” anything means to take a reactive measure. Once the incredible level of work is done to “Re” the “Dis”, the most important segment of begins: being proactive by crushing the “Dis” before it takes hold again.

  4. Robert:
    I love how you stated the movement from Dis to Re.The rebuilding efforts do take time and when it is embedded in the culture of tenured employees.
    Thank you for this comment.

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