David Zinger asks you to raise your hand if you are disengaged?
Not 80%. What percentage of people that you work with are disengaged? I sometimes hear people site statistics as high as 80%. I don’t believe it. I also believe that some people are disengaged but not as many as statistics would have us believe.
Who is disengaged? Two weeks ago I made a presentation at a large HR conference. I had 120 people in my audience and I asked everyone who was disengaged to raise their hands! How many do you think raised their hands? That right, not one person! Some of these very same people believe we have huge levels of disengagement.
Who are you? I am not naive, some people who were disengaged might not have raised their hand. Yet, I think we need to go public with engagement measures. I don’t care about abstract measures of disengagement as much as I care about who specifically is disengaged, why they are disengaged, and what we can do together about it.
360 degree evaluations make me feel like I am going around in circles. As much as I think employee surveys and 360 degree evaluations can be useful I think they are getting overused. I don’t need any more anonymous feedback or data, I want to connect with others so we can see what is behind the numbers and they feel safe saying what they are experiencing (I don’t know about you but that sure gets me engaged). What happened to authentic direct asking, conversation, trust, integrity, openness, caring, honesty, connection, collaboration, and listening?
Let’s bring employee disengagement out into the open where it belongs. Before you hand out another anonymous survey to employees, how about sitting down and having a real conversation where they feel safe to talk about what is going on, you are open to listening carefully, and together you work at addressing any key engagement or disengagement concerns.
Employee disengagement does not exist. Employee disengagement is far too abstract. It we really believe that engagement benefits the employee then they will want to come forward into the real conversation and reap the benefits of experiencing full engagement.
Organizational disengagement. If there are no benefits to employees being engaged then let’s change the term we use from employee disengagement to organizational disengagement. Why do we call it employee disengagement when it may be the organization is not fully engaging the employee? It would seem to me that it is organizational disengagement not employee disengagement.
Goodbye employee disengagement. With one short blog post I just got rid of most employee disengagement. Now, lets get busy helping people who are engaged become more fully engaged by creating engaging organizations through engaged management and leadership.
Engage along with me the best is yet to be.