It is the job of a leader to support, respect, encourag and reward those individuals in your organization who are keen, committed and involved.
We know what most people want: they want to feel valued. They want their contribution to be recognized. One of the consequences of not feeling valued or not being recognized is that people withdraw and do less and less.
This has a major impact on an organization, lowering morale and productivity, draining resources, and blocking performance. It is also infectious — negative behaviour has a multiplier effect on the behaviour of others.
Here are some signs that someone’s disengaged at work
- Try to avoid being held solely responsible for things.
- Avoid firm time commitments for getting things done.
- Keep a low profile on issues.
- Distance themselves from others’ failures.
- Avoid sharing information with others.
- Cut themselves off from people at times.
People don’t behave like this for no reason — it’s a reaction to the way their jobs are structured and, more importantly, the way they are being managed.
And don’t think this only relates to the work environment itself: Gallup estimates [lack of engagement] costs the US economy about $300bn a year.
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