In today’s society workers are becoming more and more disengaged. It’s not always due to “bad” workers but often due to the multitude of distractions that are prevalent in society. Technology, televisions, internet, cell phones, tablets, social media etc. all put a demand on workers an employee’s most valuable resources. Their time and attention. And when this time and attention is sabotaged, it’s the company or business that suffers most. As a result, employees begin to check out, no longer giving the effort they once did. Passing the buck becomes the norm instead of the exception, with workers no longer willing to take ownership of issues that arise. Even worse, apathy begins to set in. Apathy is a business’ number one enemy because it is what powers disengagement. Since an organization’s people are its most important resource, employee disengagement can be a company’s biggest problem.
Insights: Did you know?
- Disengagement costs companies between $450-500 billion annually
- 67% of employees are either not engaged or actively disengaged while at work
- 85% of employees are either actively looking or open to looking for new employment opportunities
- 69% of HR professionals recognize that employee disengagement is a significant problem
Why is this happening?
- The distraction epidemic (with so much technology and opportunities for employees to “put off work”) they are easily disengaged and interrupted
- Learned helplessness – a person’s sense of powerlessness and a persistent mindset of having an inability to succeed
- Lack of appreciation (usually due to leadership inability to understand difference in motivation (intrinsic/extrinsic and how to apply effective incentives)
- Poor communication (usually due to a very reactive instead of responsive environment at work)
- Lack of autonomy (most employees struggle making decisions i.e. decision fatigue and paralysis by analysis so they can feel “helpless”
Many employees believe the disengagement problem lies with others, but the statistics give us a disturbing truth. Through its research, Gallup found that 87 percent of workers worldwide and 70 percent of employees in the U.S. (84 percent in Canada, 83 percent in the U.K.) are either not engaged or actively disengaged. That means only 30 percent of U.S. workers are driving their organizations forward.
If you’re one of that 30 percent (or 13 percent worldwide), you know how frustrating it is when the majority of your co-workers are less committed to their jobs. In companies with low engagement, this frustration often causes swift turnover of top talent, since these people quickly realize they’re carrying the weight alone.
The costs of low engagement aren’t limited to turnover and recruitment. Gallup found that actively disengaged employees cost the U.S. $450 billion to $550 billion per year; that number doesn’t even take into account the “not engaged” employees. (Hello, Congress? We’ve found a way to fix the economy.) – Inc.com
The Boost solution:
Boost provides innovative, affordable and accessible training that helps disengaged employees in a multitude of ways. Our innovative courses train employees on how to be more present, confident and in control of their professional and personal lives by understanding and improving
Research shows that simply doing just 15 minutes of mindfulness-based meditation such as concentrating on breathing can lead to more rational thinking when making business decisions. Multiple studies investigate the effects of mindfulness on a phenomenon known as sunk-cost bias. Sunk-cost bias occurs when you’ve invested so much into a hopeless project, you can’t bring yourself to stop for fear of losing all that was invested.
This type of thinking influences future business decisions in a negative way. Mindfulness training reduces the tendency to allow prior unrecoverable costs to influence future business decisions.
This type of rational, present thinking improves and expedites decision making. Not only are better choices made, such as pulling out of a bad investment, but also decisions are no longer over-analyzed for weeks.
leaders who display mindfulness on the job result in happier employees and increased employee morale.
Mindfulness is associated with higher quality relationships because mindful people are fully present. Employees can usually tell when their managers are zoning out or daydreaming–possibly indicating they don’t want to be at work with them. Whether they realize it or not, employees pick up on this disengaged behavior, and feel not only peripheral, but also allowed to be just as disengaged at work.
When managers are fully present, not just physically but with their entire being in their interactions with employees, employees feel valued and respected. Feelings of value and respect translate into a sense of interpersonal justice in the workplace, the studies found. This leads to higher job satisfaction and organizational commitment.
- Boost training reduced staff disengagement by 25%
- Improved confidence by 40%
- Increases sales by 39%
- Motivation increased by 20%
- Improved Focus by 30%
- Mitigates risks and liabilities within the organization
- Data from Boost MTLA pre and post assessments 2017-2018
Just imagine what that type of improvement can do for your employees, your customers and your bottom line