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5 Reasons Why Employees Disengage

These past days, our office managers have given emphasis on the importance of employee engagement and investing in people to ensure company (or agency) success. Given my inclination to ideas which promote balance between employer-employee welfare, I’ve decided to make it my first blog topic this year and luckily, I came across this online material that point-on tells us what it means to be a disengaged employee –

13 Personality Traits Of A Disengaged Employee

If you’re an employee and you’ve found yourself blushing at one or several of those traits, you are not alone. A recent study conducted by Aon Hewitt shows that 39% of employees across Asia Pacific, including the Philippines, are disengaged. But employees are not entirely to blame. While there are innately ineffective workers, most did not transform from active to bored overnight.  So, what really causes employee disengagement and can it be cured?

To steer from employee psychology jargon that makes us all feel like science experiments, I’ve gathered online five of the most common reasons for employee disengagement as well as quotes from well-known management experts that will give us hints to the real solution –

1. The employee feels no sincere appreciation.

Everyone wants to be appreciated, so if you appreciate someone, don’t keep it a secret. – Mary Kay Ash, founder of Mary Kay Cosmetic


2. The employee does not know (or is not convinced) of the company’s vision.

Mission-cartoonYou can’t sell it outside if you can’t sell it inside.  –  Stan Slap, management consultant

3. The employee does not have any real involvement.

The real damper on employee engagement is the soggy, cold blanket of centralized authority. In most companies, power cascades downwards from the CEO. Not only are employees disenfranchised from most policy decisions, they lack even the power to rebel against egocentric and tyrannical supervisors. – Gary Hamel, management expert

4. They feel treated as mere means to an end.

People want to know they matter and they want to be treated as people. That’s the new talent contract. – Pamela Stroko, talent management expert

5. There’s too much work and nothing else.

If you’re interested in ‘balancing’ work and pleasure, stop trying to balance them. Instead make your work more pleasurable. –
Donald Trump

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