Experiencing positivity in the workplace
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We all have a handful of wow memorable moments in our career that stand out from the rest.
Those experiences where you felt on top of the world – deserving, valued and respected – a part of something meaningful.
You were one of the few on your team to exceed expectations. It was a pleasant surprise, but deep down inside, you said to yourself, “I better get a bonus this year, I worked my butt off!”
Your project team received a prestigious award for implementing a new system.
You had the perfect mentor-mentee match with a senior leader that you admired.
Taking your director’s advice to continue your education, graduating with honours and finally getting placed in a senior role was well worth the blood, sweat and tears.
Those potluck lunches, birthday celebrations and other social events allowed you to connect with your colleagues on a more personal level.
You earned trust by communicating openly and honestly, listening attentively and giving your team members a safe space to voice their concerns so they feel seen, heard and included.
You encourage flexible work arrangements to support your team member’s health and well being.
Your director stopped by to simply say hello, and to thank you for everything you do as a valuable member of the team.
Your supervisor gave you a reprieve by reassigning some of your work.
Your peer-to-peer mentor circles to share knowledge, skills and innovation were a hit.
Taking a risk on a new hire ended up being a shining star.
Your mentee called to share news that they got a new role and wanted you to be the first to know.
You have productive team meetings where you encourage your team to provide input and help with the decision-making process.
A new client sent a thank you card for setting them up with exceptional human relations programs and best practices for their new business venture.
“I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”
– Maya Angelou
Employee disengagement at a cost
There are also many stories that unfortunately are not so pleasant.
Were you afraid of speaking the truth about how your manager made you feel unworthy? Ignoring a colleague's racist comment? Not hitting “send” on an email to the fraud and waste hotline for wrongdoing, or even worse, a human rights complaint?
Although many employees are reliable, committed and ooze positivity, some eventually leave because they had enough.
McKinsey & Company’s People & Organizational Performance research states that more than half of a typical organization’s workforce are mildly to actively disengaged. For a median-sized S&P company, that could mean up to $1.1 billion in lost value over five years due to low productivity and attrition.
Six distinct employee groups that were identified were the quitters (10%), the disruptors (11%), the mildly disengaged (32%), the double-dippers (5%), the reliable and committed (38%), and the thriving stars (4%).
We can all relate and even run off a list of co-workers that match these archetypes!
This research report also highlights that corporate leaders must grasp that their workforce is not monolithic when it comes to employee experience. Tactics to increase performance require a more segmented approach.
Here are a few recommended actions to re-engage dissatisfied workers while amplifying the impact and keep your thriving performers shining bright.
The quitters: headed for the door (or already gone)
Identify high potential and high-performing workers who may be exploring other options.
Keep a pulse on morale, helping to make people feel valued and ensuring that the organization’s compensation packages and benefits are on par for the market average.
Ensure that career paths are clearly designed with meaningful changes to role type or scope of responsibilities.
Disruptors: Actively disengaged and likely to demoralize others
Address those who are already in this category and prevent strong performers from falling into it.
Emphasize career development and advancement opportunities to show that your organization is investing in them and that they have a positive future.
Ensure that the compensation package meets the bar for the market average.
Shift roles, teams, or network of collaborators.
Ensure managers provide individualized praise and public recognition.
Mildly disengaged: Doing the bare minimum
Apply the same actions as the disruptors with added flexibility.
Offer development opportunities with a solid compensation package and autonomy.
Double-dippers: Other jobs (a growing phenomenon)
Improve compensation levels to the market average or added benefits.
Work with HR leaders to carefully map career paths and responsibilities.
Reliable and committed: Going above and beyond
Consider re-creating the conditions that work best for high performers.
Create opportunities for meaningful work, flexibility and an environment of supportive coworkers who are open to collaboration.
Thriving stars: Creating value and elevating others
Support work-life balance to avoid burnout from a higher workload.
Limit the number of projects they are deeply involved in or asked to give input.
Protect your value creators and drivers of innovation from the detrimental effects of the actively disengaged.
“Corporate culture matters. How management chooses to treat its people impacts everything - for better or for worse.”
– Simon Sinek
Lead by example
As a leader, you set the tone for ensuring that every member of your team feels that their contributions are making a difference.
Setting the right conditions for a positive work environment and ensuring that everyone understands the important role they play in achieving success can be a game changer.
People want their personal values to be in harmony with the cultural environment. They want to be happy, inspired and fulfilled at all stages of their career.
At the end of the day, they want to feel that their work truly matters.
Life works well when you do.
Creating heart-centred workplace cultures
We advocate for a healthy work-life integration and human-focused business practices. Are you a new or scaling business who is interested in creating a heart-centred people and culture strategy, attracting and retaining your best talent and improving business results? Reach out for a free consultation or to chat about programs that Life Works Well offers. Browse our resources for creating a supportive workplace culture.