Comments on: Guest Post: The Cost of Employee Disengagement http://ericbrown.com/guest-post-the-cost-of-employee-disengagement.htm?utm_source=rss&utm_medium=rss&utm_campaign=guest-post-the-cost-of-employee-disengagement Technology, Strategy, People and Projects Fri, 10 Feb 2012 12:53:25 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Expand Your Team with Positivity | Project JumpStarthttp://ericbrown.com/guest-post-the-cost-of-employee-disengagement.htm#comment-1138 Expand Your Team with Positivity | Project JumpStart Wed, 26 Jan 2011 21:56:03 +0000 http://ericbrown.com/?p=2654#comment-1138 [...] ever increasing pressure to produce more with less. Burnout, illness. absenteeism, and worse yet employee disengagement are the signs that our approach to project work needs to evolve. But how? We have no time or [...] [...] ever increasing pressure to produce more with less. Burnout, illness. absenteeism, and worse yet employee disengagement are the signs that our approach to project work needs to evolve. But how? We have no time or [...]

]]> By: Keeping your IT staff Engaged and Happy – The New CIO Series | Eric D. Brown - Technology, Strategy, People & Projectshttp://ericbrown.com/guest-post-the-cost-of-employee-disengagement.htm#comment-1134 Keeping your IT staff Engaged and Happy – The New CIO Series | Eric D. Brown - Technology, Strategy, People & Projects Thu, 09 Jul 2009 14:02:40 +0000 http://ericbrown.com/?p=2654#comment-1134 [...] Guest Post: The Cost of Employee Disengagement (ericbrown.com) Share and Enjoy: [...] [...] Guest Post: The Cost of Employee Disengagement (ericbrown.com) Share and Enjoy: [...]

]]> By: Eric D. Brownhttp://ericbrown.com/guest-post-the-cost-of-employee-disengagement.htm#comment-1128 Eric D. Brown Wed, 04 Mar 2009 02:38:48 +0000 http://ericbrown.com/?p=2654#comment-1128 Hey Mike - thanks for stopping by! Hey Mike – thanks for stopping by!

]]> By: Mike Sebastianhttp://ericbrown.com/guest-post-the-cost-of-employee-disengagement.htm#comment-1133 Mike Sebastian Tue, 03 Mar 2009 02:40:35 +0000 http://ericbrown.com/?p=2654#comment-1133 Excellent observations! Sadly many senior executives will probably wait until the cost is painfully obvious. Smart companies will address it now, and reap the benefits of higher retention when the economy is better (and employees have more employment options). Mike Sebastian MWSebastian@gmail.com Excellent observations! Sadly many senior executives will probably wait until the cost is painfully obvious. Smart companies will address it now, and reap the benefits of higher retention when the economy is better (and employees have more employment options).

Mike Sebastian
MWSebastian@gmail.com

]]> By: Eric D. Brownhttp://ericbrown.com/guest-post-the-cost-of-employee-disengagement.htm#comment-1132 Eric D. Brown Tue, 03 Mar 2009 00:48:51 +0000 http://ericbrown.com/?p=2654#comment-1132 So true...shortsighted-ness is a big issue when it comes to employee engagement. Many people don't realize that employee dis-engagement today will most likely mean employees will be gone as soon as they can find something else. Thanks for stopping by! So true…shortsighted-ness is a big issue when it comes to employee engagement. Many people don't realize that employee dis-engagement today will most likely mean employees will be gone as soon as they can find something else.

Thanks for stopping by!

]]> By: Eric D. Brownhttp://ericbrown.com/guest-post-the-cost-of-employee-disengagement.htm#comment-1131 Eric D. Brown Tue, 03 Mar 2009 00:40:55 +0000 http://ericbrown.com/?p=2654#comment-1131 Hi Avery - - thanks for stopping by and sharing your thoughts. Thanks for the link as well...looks interesting Hi Avery – - thanks for stopping by and sharing your thoughts. Thanks for the link as well…looks interesting

]]> By: Eric D. Brownhttp://ericbrown.com/guest-post-the-cost-of-employee-disengagement.htm#comment-1130 Eric D. Brown Tue, 03 Mar 2009 00:33:06 +0000 http://ericbrown.com/?p=2654#comment-1130 Hi Simon - I've sent your comment on to Mike and passed along the URL for him to drop by. Hopefully we'll see Mike stop by. Hi Simon – I've sent your comment on to Mike and passed along the URL for him to drop by. Hopefully we'll see Mike stop by.

]]> By: D.Irvine, Globoforcehttp://ericbrown.com/guest-post-the-cost-of-employee-disengagement.htm#comment-1129 D.Irvine, Globoforce Mon, 02 Mar 2009 23:44:21 +0000 http://ericbrown.com/?p=2654#comment-1129 I’ve heard more than a few stressed company leaders say in the last few months, “I don’t need to hear any more about employee engagement. I’m too focused on staying ahead of the curve in this recession.” That’s a very short-sighted view. Getting your employees more fully engaged – willing to give additional discretionary effort to get the job done – is more critical now than ever. To rebuild productivity and win the war between good vs. bad morale companies in this psychological recession will prove to be a strong competitive advantage today and when the market turns. Unfortunately, all too often senior leadership in a firm aren’t even on board with the CEO’s objectives, much less the lower and middle rank employees they lead. To achieve the company’s objectives, likely with fewer and more overworked employees thanks to recent rounds of layoffs, executives must get all employees willingly investing their full measure of effort. More importantly, employees need an understanding of how their efforts help to meet those objectives and then be reinforced in a positive way – such as through a simple thank you – so they want to repeat those efforts. i blog extensively on this topic of engagement and recognition specifically here: <a href="http://globoforce.blogspot.com/search/label/employee%20engagement" target="_blank" rel="nofollow">http://globoforce.blogspot.com/search/label/emplo...</a> I’ve heard more than a few stressed company leaders say in the last few months, “I don’t need to hear any more about employee engagement. I’m too focused on staying ahead of the curve in this recession.”

That’s a very short-sighted view. Getting your employees more fully engaged – willing to give additional discretionary effort to get the job done – is more critical now than ever. To rebuild productivity and win the war between good vs. bad morale companies in this psychological recession will prove to be a strong competitive advantage today and when the market turns.

Unfortunately, all too often senior leadership in a firm aren’t even on board with the CEO’s objectives, much less the lower and middle rank employees they lead. To achieve the company’s objectives, likely with fewer and more overworked employees thanks to recent rounds of layoffs, executives must get all employees willingly investing their full measure of effort. More importantly, employees need an understanding of how their efforts help to meet those objectives and then be reinforced in a positive way – such as through a simple thank you – so they want to repeat those efforts.

i blog extensively on this topic of engagement and recognition specifically here: http://globoforce.blogspot.com/search/label/emplo…

]]> By: Avery Ottohttp://ericbrown.com/guest-post-the-cost-of-employee-disengagement.htm#comment-1127 Avery Otto Mon, 02 Mar 2009 17:35:12 +0000 http://ericbrown.com/?p=2654#comment-1127 Employee disengagement is an important problem. Thanks for posting these tips on how to mitigate the gloom of disenfranchisement. Another way to address commitment is to realign motivation with incentive in a way that is fair. These are some of the issues we have had to wrestle with in our challenge based collaborative social intelligence platform Cogenuity. Humans do resist change which is why we felt the need to build Cogenuity but the process is hard so we always welcome your feedback . We believe Cogenuity is the future of work and solicit your help in refining this vision of the future. <a href="Http://www.dynamicalsoftware.com/cogenuity" target="_blank" rel="nofollow">Http://www.dynamicalsoftware.com/cogenuity</a> Employee disengagement is an important problem. Thanks for posting these tips on how to mitigate the gloom of disenfranchisement. Another way to address commitment is to realign motivation with incentive in a way that is fair. These are some of the issues we have had to wrestle with in our challenge based collaborative social intelligence platform Cogenuity. Humans do resist change which is why we felt the need to build Cogenuity but the process is hard so we always welcome your feedback . We believe Cogenuity is the future of work and solicit your help in refining this vision of the future.
Http://www.dynamicalsoftware.com/cogenuity

]]> By: Simon Stapletonhttp://ericbrown.com/guest-post-the-cost-of-employee-disengagement.htm#comment-1126 Simon Stapleton Mon, 02 Mar 2009 14:22:57 +0000 http://ericbrown.com/?p=2654#comment-1126 Eric - please pass my thanks on to Michael. I really liked this post as the subject resonates with me entirely. It does so from two perspectives. 1) I can sometimes see the effect of employee disengagement and the cost it creates. The thing that totally sucks is that the cost is difficult to estimate in real terms (and therefore have a proper 'management' conversation about it and make interventions). I do instinctively know that this has a massive effect on productivity. The worst effect is when things take MUCH longer to complete because of proctrasination and protraction. 2) I have felt disengaged myself in previous jobs. If you are a self-monitor like I am, the effects can be disasterous as one knows something must change, but the inclination and CONFIDENCE to change it isn't there. This is as damaging for the individual as it is for the organization! Eric – please pass my thanks on to Michael. I really liked this post as the subject resonates with me entirely. It does so from two perspectives. 1) I can sometimes see the effect of employee disengagement and the cost it creates. The thing that totally sucks is that the cost is difficult to estimate in real terms (and therefore have a proper 'management' conversation about it and make interventions). I do instinctively know that this has a massive effect on productivity. The worst effect is when things take MUCH longer to complete because of proctrasination and protraction. 2) I have felt disengaged myself in previous jobs. If you are a self-monitor like I am, the effects can be disasterous as one knows something must change, but the inclination and CONFIDENCE to change it isn't there. This is as damaging for the individual as it is for the organization!

]]>