Signs of a Disengaged Employee…and a Disconnected Lover
What do romantic relationships and employee engagement have in common? Perhaps more than you think.
I often find myself using the analogy of dating and romantic relationships when working with my business clients. When you’re dating, it’s essential to find out if the relationship has the potential to be a long-term relationship. Therefore, it’s important to know what your deal-makers and deal-breakers are, as well as figuring out if the right chemistry is there.
In the business world, this is the same as having clear parameters for what you’d expect from an employee (deal-makers) and what would be completely unacceptable (deal-breakers). Additionally, it’s extremely valuable to know the level of “connectability” the employee has to be a true team player.
Relationships are relationships whether romantic or workplace. However, there may be a completely different impact with an unhealthy and dysfunctional workplace relationship. This one person can create a virus of negativity that can impede production, ruin morale and turn the work environment into one of misery and contempt.
Here are some signs of a disengaged employee (AND a disconnected lover):
- Always complaining about problems and never solution-focused
- An overall negative attitude
- Makes excuses instead of taking ownership
- Has no enthusiasm
- Doesn’t help others
- Operates independently and doesn’t want to be part of the team
- Lies, deceives, distorts and omits
- Is a know-it-all and is unable to hear others’ ideas, opinions or feedback
- Is irresponsible and avoids accountability
- Lacks initiative
- Doesn’t ask questions and makes assumptions
- Is easily distracted
- Doesn’t know what their role is and responsibilities are
- Poor or no communication
- Avoids conflict
If any of these symptoms look familiar, it’s time to take action, otherwise you risk falling further and further behind the infamous eight ball.
If you don’t have any of these symptoms in your business (or relationship), then I would suggest that now is a good time to create a culture that is proactive in preventing these dysfunctional dynamics.
Consider the following as healthy work dynamics:
- Create an open system for quality improvement. Invite everyone to make suggestions for the greater good of the organization. Reinforce taking initiative.
- A positive attitude and enthusiasm starts at the leadership level. An encouraging word goes a long way, as do compliments, acknowledgements and affirmations.
- Create an environment of pride and ownership for each person’s area of responsibility. Make sure they know what’s expected from them, what exactly their role is and how their performance will be evaluated.
- Encourage teamwork.
- Have team building activities on a regular basis. Bring in trainers and consultants from the outside to make it as objective as possible.
- Reward employees for being honest and forthright.
- Create a powerful model of open communication and immediately intervene if egos get too big. Encourage everyone to ask questions.
- Create conflict management trainings and meetings. Don’t ignore obvious conflicts and be quick to intervene. Work towards a win-win outcome.
When everyone knows the culture and this is all role-modeled from the top down, the workplace is much more likely to have healthy morale, employee engagement and, of course, an improved bottom-line.
And, yes, with a little modification, you can use some of these same tools for healthy romantic relationships.
Why not have healthy relationships at home and at work? In this case, more is definitely better.
What now? Call a professional to help improve your business culture AND your relationship health. If you could have fixed it yourself, you would have by now.