There has been another workforce survey released. This time prepared by global HR consultant Towers Watson. It found out that almost two-thirds (63 percent) of U.S. workers “are not fully engaged in their work and are struggling to cope with work situations that don’t provide sufficient support.”
Surprise? Not really. The article talks about the main reasons and rationales that are behind such low engagement scores.
The potential risks for employers are quite obvious and stand in the focus of the article:
“When workers are not fully engaged, it leads to greater performance risk for employers. It makes companies more vulnerable to lower productivity, higher inefficiency, weaker customer service, and greater rates of absenteeism and turnover,” – to citate just some.
“Without attention and interventions aimed at improving on-the-job support for employees and creating a sense of attachment to the organization, this trend could worsen — and directly affect business outcomes. Companies have known for years that employee engagement is important to business performance. We’re now seeing — in part because of the tough business climate — that engagement is quite fragile and will not be sustained over time without careful attention to very specific elements in the work environment.”
Surprising? Not really. Same or similar comments have been part of engagement surveys for some years already.
Low engagement cost companies a lot of money, that’s for sure. But let’s have a look at the issue not from a corporate, purely business point of view for a moment. Let’s have a look at the topic not from ‘human resources’ point of view but people point of view. There are not ‘human recourses, that are not engaged, feeling not supported and disconnected. There are people who we talk about! People, who spend 8 or more hours at work every day, feeling disengaged, not supported and disconnected. Isn’t it alarming? 63% of people who work in corporate environment spend at least one third of their every day life feeling frustrated, annoyed, pissed off, bored, lethargic,…you name it. What are all the different emotional states of being disengaged, not supported and disconnected?
Let’s take it even one step further. How does the emotional state of all these disengaged people influence their personal lives? Let’s imagine the household of two people, both ‘disengaged employees’. How does their relationship possibly look like? Do they see their lives as happy, juicy, warm, passionate, fulfilling? Well, may be. What about their kids? Do they see their parents living their lives to their full extent, utilizing their talents and potentials for the highest good of all humanity? Do they hear their parents talking about their jobs with passion, pride and loyalty? Well, maybe. But what they most likely see are parents who struggle, work hard and are not happy at all. Is this the role model that they admire? Just imagine…
Yes, low engagement has quantified effects for businesses. Even though it is the obvious focus of such HR surveys I wanted to emphasize that a lack of engagement and work happiness has more devastating effects in everyday lives than the corporates may see in their books. It affects real people, their partners and families. It affects their general life happiness and therefore is worth to point it out.
So, people, if you feel disengaged, not supported and disconnected, stop. Have a look at your careers and their effects on your life. Take your career satisfaction in your own hands. Be accountable for your own life happiness. You can make it better. You are always free to choose. Choose a better life!