REPLIES 100K: mISSiON iMPoSSiBLE tHREAd

scrimmage

scrimmage

What you contemplate you imitate
Re: REPLIES 100K: mISSiON iMPoSSiBLE tHREAd

“Ang mabigat ay gumagaan, kung pinagtutulungan.”

(Anything that is heavy can be light if we put our resources together;
your joy will now be doubled, while your sorrows will be halved!”)
 
Miley Cyrus

Miley Cyrus

2
Re: REPLIES 100K: mISSiON iMPoSSiBLE tHREAd

By David Mizne



I love the definition of employee engagement that I read in this recent TalentCulture post. It’s succinct and comprehensive:
When employees are engaged, they adopt the vision, values, and purpose of the organization they work for. They become passionate contributors, innovating problem solvers, and stunning colleagues.
​
But what does it mean to be a disengaged employee? Well, according to that same post, disengaged employees are “not poised to put in extra effort for success. They don’t like going to work most days. They’re unlikely to recommend the products of, or employment with, their employer.”
Laziness, apathy, and dissidence are merely symptoms of bigger problems. And by the time many of those symptoms surface, remediation might be impossible.
 
Miley Cyrus

Miley Cyrus

2
Re: REPLIES 100K: mISSiON iMPoSSiBLE tHREAd

[h=3]2 Types of Disengagement[/h] According to Gallup, employee engagement isn’t binary. There are actually three classifications; engaged, not engaged, and actively disengaged. Engaged employees are easy to spot as are the miserable, dissident, counter-culture folks who are actively disengaged. The silent majority who are not engaged make up over 50% of the American workforce, and are adept at blending in with the rest of the herd.
Sure some things are obvious – absenteeism, low energy, bad attitude, frequent use of social media, lack of enthusiasm…but few disengaged employees start out by staging a coup from their cubicle. What are the early signs of employee disengagement?
 
Miley Cyrus

Miley Cyrus

2
Re: REPLIES 100K: mISSiON iMPoSSiBLE tHREAd

1) No Initiative
Poor work product is a reliable barometer for disengagement, but good work might be a red herring. An employee may feel disconnected from your organization but might still perform because of a personal work ethic. Or maybe their job is too easy and they are not being challenged. Don’t be fooled that everything is okay simply because the person is producing. In fact, the lack of challenge that manifests as quality work may be what is behind the disengagement.
 
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