Not Being Engaged at Work Until November 12 — Dissolving the Disengaged Paradox

Yet another report from Gallup highlights how deeply disengaged people are in the work environment.  Gallup’s previous research in 195 countries showed that 87% of people in the workforce are either unengaged or actively disengaged.  That’s like not being engaged at work from January 1 to November 12, and only engaged from November 12 to December 31.

A recent report shows that only”35% of U.S. Managers are Engaged in Their Jobs.”  So, not only are employees rarely engaged, the managers are also.  Not good.  Gallup estimates the cost of not engaged and actively disengaged managers at US$319-398 billion per year.  That is the annual GDP of South Africa or Denmark, two of the 35 highest national GDPs in the world.

What’s happening here?  Why are so many people showing up to work disengaged?  Why are they so bored and silent?  What happens when you lop off or collapse human beingness?  When you treat people as resources and not creative beings?  Why would we do this to ourselves?  There is a lot of wisdom that addresses these questions in the research I point at in other blogposts.  And, I wonder if it might be as simple as a paradox between what we experience and what we think.

What we experience.  In our survey-based research at the Institute for Strategic Clarity of 2400 responses from 92 countries and field-based research with 77 groups, we find that people relate to their daily experiences through the vibrancy they feel simultaneously in five primary relationships (to their own self, the other, the group, nature, and spirit).  We find that everyone prefers energy-enhancing experiences, where they are engaged, to energy-depleting experiences, where they are disengaged.  That seems obvious.  In the survey research and field research, people also report that when they are engaged they experience higher vibrancy in their own creativity and development, the support from others, the appreciation from the group of their unique contribution, the excitement in seeing new possibilities and how to manifest them collaboratively, and the direct experience of high creativity in everyone.  Electrifying.  We seem to experience ourselves as creative, social beings who want to bring out our best, and that we experience greater energy flowing through us when we do.

What we think.  In most groups, according to the Gallup study and our own research, people are seen as resources, as interchangeable, replaceable units of work.  While theoretically seeing people as resources does not mean that they are not appreciated for their creativity (e.g., intellectual capital and social capital), in practice organizations tend to contract people into their ability to deliver to a job description.  As Mr. Waturi said in the Tom Hanks movie Joe Versus the Volcano, “I know he can get the job, but can he do the job?”  The focus is on doing the job, not on who the person is.

Thus, the paradox. We experience ourselves as creative, social individuals.  We think of people as contracted resources.  The first wants to be plugged into the seemingly infinite potential energy of the universe of creativity.  The second is disengaged for the greater part of most organizational experiences.  How do we resolve the paradox?  Is it possible to resolve the paradox?  Our research has found thousands of groups that prove it is possible to dissolve the paradox, to make it go away.  By knowing that people bring infinite potential and creativity to everything they do, these groups both experience people that way and think about them that way.  Both and.  No paradox.

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12 thoughts on “Not Being Engaged at Work Until November 12 — Dissolving the Disengaged Paradox

  1. “5 Signs It’s Time for a New Job” an article out today in the Harvard Business Review by Tomas Chamorro-Premuzic (“https://hbr.org/2015/04/5-signs-its-time-for-a-new-job), reinforcing the point about the high rate of disengaged workers.

    Liked by 1 person

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