Why Disengagement Is the No. 1 Problem in Our Culture

Why Disengagement Is the No. 1 Problem in Our Culture
From Recruiter - October 2, 2017

According to Gallup, 85 percent of the worlds workers are disengaged to varying degrees. With engagementso low, how do we get anything done?

But this figure represents more than a business problem. Its atragedy.

The Great Disengagement destroys customer relationships, kills patients, comes home to our children, and infects the thinking of our youth. Disengagement is closely linked to the scourge of Americas modern economyunderemployment. According to research from PayScale, 46 percent of American workers are underemployed. These workers feelunderutilized, like they are working beneath their income capacities. Without an intervention, these numbers will only grow.

As I conducted research for my book,The Workplace Engagement Solution,it became clear that employee disengagement doesnt simply result from mediocre or bad management. On a much bigger scale, disengagement represents the fact that workers at all levels lackthe skills to reinvent themselves. When humans dont have a clear incentive to change, we dont. Certainly, we dont change enough to thrive.

In the last 10years, the world of work has changed, but many of us were so caught up in the recession and its aftereffects that we failed to notice the transformation. Many employers continue to use obsolete instruments like employee surveys tackle the engagement problem, but they are doing nothing to show their employees how to change and engage.

I know people have the capacity to change. At Inspired Work, wevebeen creating engagement with people in their own lives and careers for 27years. We do this by helping people connect with their own truths in disciplined and safe ways. We also show people how to fulfill their ambitions by learning new life skills that were absolutely unnecessary in the old world of work.

Lets examine the obvious. If only 13 percent of the worlds workers are engaged, only category leaders can attract enough engaged workers to run an organization. Not only is it realistic to build engaged workers, but it is also doable anddeeply rewarding for all involved.

My greatest concern about the disengagement and underemployment problem is that it is a symptom of the growing chasm between the traditional task worker and accelerating change. Right now, robotics, 3-D printing, artificial intelligence, smart filters, and virtual reality are speeding toward the workplace.We need a wake-up call if were to meet the challenges of these new technologies.

Dont expect this call to come from our political leaders! Businesses and large organizations are doing a better job of effecting positive change. Consequently, teaching all of our employees how to change is not only beneficial to productivity and retention, but also a means of solving an urgent social problem.


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