No matter the level in an organization, four forces can lead to employee disengagement. Engaged employees “want to” work, while disengaged employees “have to.”
The Difference in Attitude
The “have to” employee meets only the minimum job requirements. In contrast, the “want to” employee is more productive and engaged. We all prefer a workforce filled with engaged individuals who are happy at work.
The Impact of Disengagement
Disengaged employees typically do the bare minimum, which is detrimental to productivity. We strive for our workforce to be on the “want to” curve and to avoid the “have to” curve.
I think we can all agree that we want a productive workforce, people that are engaged, those that come to work happy. We want our people on the trajectory of the want to curve. And we desperately want to avoid the have to curve – these folks are typically disengaged, doing the bare minimum.
I/O psychologists have found four active forces working against us that block organizations from achieving great results. These forces pull down your people on the “want to” curve and they inhibit the people on the “have to” line to step up.
Four Forces Hindering Engagement
Industrial/organizational psychologists have identified four key forces that can hinder engagement. These forces impact motivation and productivity, pulling down those on the “want to” curve and preventing those on the “have to” line from improving.
1. Job Fit
Poorly defined roles, sloppy hiring, or changing business needs can create mismatches between employees and their positions. When employees lack job fit, their motivation and productivity suffer. A mis-hire can negatively affect both individual performance and team morale.
2. Manager
The employee-manager relationship is crucial. Unfortunately, many managers lack the training to understand and address their employees’ needs. This disconnect hampers communication and motivation.
3. Team Dynamics
Teamwork is essential, yet poor communication and collaboration can hinder productivity. Ineffective management of team tensions can lead to toxic environments that jeopardize goals and innovation.
4. Cultural Misalignment
Cultural misalignment is another barrier to enhancing employee engagement. Employees need to feel they belong. When they perceive a disconnect between their values and those of the organization, their performance declines, and they may contribute to a toxic atmosphere.
Restoring Engagement
Fortunately, tools are available to enhance employee engagement in the areas of job fit, management, team dynamics, and culture. One effective tool is The Predictive Index (PI), which assists companies with job targeting, employee surveys, behavioral assessments, and strategic surveys.
