Towers Perrin recently released their 2007-2008 Global Workforce Study in which they claim that the corporate world is experiencing a significant "engagement gap" amognst its employees.
But the biggest threat (or opportunity, if you are a glass-half-full type) is that the majority of employees are neither engaged nor disengaged. They are stuck in the middle. Stuck in limbo land of employment. Going through the motions of their job. Not sure how to add value to the organization. That's quite scary when you think about it.
It always slight irks me that we need common sense studies and reports to tell corporations what many of us know already. Employees care about what kind of leaders they have and leadership’s focus and commitment. They care about what their company stands for, and their ability to build skills and advance in their careers. Pay isn't everything. We want good, honest managers that aren't looking for ways to take credit for their team's work. We want a company that values its employees by promoting within and truly having a family friendly culture. We want VPs that don't just talk about the bottom line but actively try to get to know the people in their organization.
You can see for yourself the employee drivers when being recruited, being retained, and staying engaged. Each stage is all very different from the others.
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When I changed companies, I was honest about my decisions for leaving. But I had mentally disengaged way before I gave notice. Before I had even updated my resume. Some of the reasons I disengaged are on this list. Some are more personal. By the time I was looking for a new job, I was completely disillusioned with my organization and the company at large.
Could things have been different? Of course. There are many woulda, coulda, shoulda moments in those months leading up to my decision. My former manager felt like I didn't speak up enough about my dis-satisfaction in my position. I felt, like short of standing up and screaming it in a meeting, it was painfully obvious that I was unhappy. Clearly we weren't communicating to the best of our abilities. I learned a lot about myself during those trying months. Hopefully, my manager learned some things about her management style as well. Hopefully, we both changed for the better. Afterall, that is what this study is all about. Managers and employees making changes to better, not only the company, but themselves.
Companies should pay close attention to programs and trainings that help workers balance personal and life responsibilities. A major take-away from this study is that many employees voice their frustrations with their feet. By walking out and finding somewhere new - the next organization that enables work/life flexibility or whatever it is that is lacking at their current company. Senior leaders best heed the cry of the workplace: we seek ethical decisions, transparency, clarity and visibility.
