Five years ago, I was rather unhappy with my day job. Social psychologists would have diagnosed me as being disengaged. My growing disengagement resulted in me quitting.
Don’t get me wrong. I am not complaining. Quitting and retiring from my corporate duties at that stage in my life was actually one of the better decisions I made so far.
But recently I came across this sobering chart:
This made me think. Why have I been so disengaged and why are so many employees in Singapore disengaged too?
While there is so much focus and attention on driving higher productivity across the Singapore workplaces, I do not see too much effort being put into working on the root-cause of all higher productivity – the employees themselves. Employees are THE KEY drivers for business success. I would even go so far as to say that there is nothing more important for an organization than full engagement. Because engagement leads to “Better Earnings and Fatter Margins”. As an investor I certainly would prefer to invest in a company that is having a higher employee engagement score than its competitors.
Then why are companies in Singapore doing such a lousy job in engaging their people?
So, I started to dig deeper to read up more on Employee Engagement Theories.
Apparently in this Age of Purpose and Employee Experiences, there is a multitude of factors either boosting or deflating employee engagement levels.
Let me attempt to funnel all those factors into one Employee-Engagement-Booster Formula:
So simple, right?
Wrong, because half of the equation is how the company could increase the employee’s engagement.
The other half is pertaining to how you and me could increase our own engagement. It obviously takes two to tango.
Let’s add to the formula the most important factor in employee engagement – the person who is doing the actual work.
YOU and ME.
Wherever we may be located within the company. We do have the opportunity to take responsibility for our own life and to do our best to build our own engagement – regardless of what our company is doing.
It is always our choice.
Here WE go:
So far, so good. Let’s not stop there. Let’s make our engagement long lasting:
Revisiting the above components of the formula reveals that most of them are to a lesser degree based on extrinsic rewards (those nice monetary bananas called higher pay and bonuses) but more on intrinsic motivational factors, like those psychological rewards that we get from doing meaningful work and performing it well. Those rewards that create a warm fuzzy feeling close to our heart, resulting in an emotional commitment to our company and its goals.
So, are you fully engaged at work or are you like me five years back solely waiting for your employer to motivate and engage you?
They say the measure of one’s life, according to many philosophies, whether religious or not, is how you treat other people while you are on this planet. I guess, none of those creeds includes the opt-out clause ‘except when you’re at work’.
Remember, no one enjoys hating his/her job.
Do something about it.
TACOMOB and change.
Sure, not every change is an improvement, but every improvement is necessarily a change.
You are the master of your attitude and the sole decision maker to step out of your comfort zone.
I am curious to hear your views on this subject affecting most of your waking hours. Chime in in the comments section below.