Diversity, Equality & Inclusion

7 Out Of 10 Workers Are Disengaged

Seven in 10 American workers are “not engaged” or “actively disengaged in their work, meaning they are emotionally disconnected from their workplaces. Its easy to say this is not my company, but statistics beg to differ. ask yourself, is this you? Are you a manager? It is a trickle-down effect so they notice. The biggest driver in employee engagement is good (or great) managers, both direct and higher.

Not surprisingly, remote workers are measurably more engaged than non-remote workers so that is an easy fix but don;t think you can pay for play - workplace perks and compensation are no substitute for engagement, they just make dead weight stay longer.

Would You Like To Do More With Less?

Do your people come to you with new ideas for processes, work like every day was the last day before vacation and eagerly take on stretch assignments? Or do they take up breathing space, decide which safety rules are optional and clock in/out at 8:00:01 and 17:00:01?

Even the smallest companies need a boost now and again, Iowa Talent Consortium can help your company by surgically integrating into the workforce and diagnosing possible problem areas, provide your own employee feedback and then focus on strength-based training and collaboration to solve the issues together.

It's Not The Processes, It's The People

There is a very old saying that people do not leave companies, they leave managers. In my experience, I have seen mediocre performers, even those on a PIP, gain tremendous things for the company under extraordinary leaders, and the opposite – talented employees who were in the top 10% of the performance review scores every year wither on the vine under new and inferior managers.

All in all, most organizations make three changes to enhance engagement in employees across the board:

1.) Put the right people in place

2.) Focus on employee strengths

3.) Enhance employee well-being.

Engaged workers have less accidents, provide more customer satisfaction, and gain greater profitability than those who do not. Email ntutton@iatalentconsortium.com today for a free Needs Analysis and Scope of Work today.

But Nikole, how can we effectively find, recruit, hire, and hold onto qualified female and minority workers in this unstable economy?

Call me, but until we meet, check out some of these excellent posts from people and organizations in the know.

How does Iowa fair in the gender equity pay gap? Check out AAUW's State-by-State analysis here