This is a take from the old saying that “people retire ON the job”, instead of “from the job.” Similarly, there is a great book titled, “I Quit… But Forgot to Tell You!”, by Terri Kabachnick.
The book is about disengaged workers and it outlines the cost to U.S companies… excess of $250 billion in 2002 numbers. Can anyone begin to guess what disengagement costs today?!
According to Kabachnick’s research: Continue reading ‘Did Your Employees Quit and Forget to Tell You?’ »
Employee engagement starts at the top of the company. The company executives set the tone for an engaged workforce. Likewise, disengagement can be tracked back to company executives.
Disengaged behaviors are: Continue reading ‘What Does Disengagement Look Like?’ »
Before you can reach disengaged workers, it is important to know what a disengaged employee actually is; or…the flip side, which is an employee who is engaged. Engagement is NOT job satisfaction. Job satisfaction is…. well, job satisfaction. It measures how satisfied a person is with their job. Satisfied workers may or may not do a great job and may or may not go the extra mile.
An engaged employee is someone who has zeal for his or her job. They believe in what they are doing and for whom and with whom they are working. And when one of the variables change, the engaged worker will set about to make positive changes. They will reinvent themselves in their job, either with a new company or by taking positive steps by which to continue engagement within their current job. Or they will have open dialog about their loss of zeal. But they will do something constructive! Continue reading ‘How to Prevent a Disengaged Workplace’ »
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