Benefits and Compensation

Signs of Disengagement—and What to Do About It

Botwin, who is CEO of SPC (Strategy People Culture) Consulting in Florham Park, New Jersey, offers 14 signs of disengagement:

Signs of Disengagement

  • High turnover
  • Lack of cooperation
  • Lack of feedback
  • Shaving of hours
  • Absenteeism
  • Quality less than capability
  • Customer complaints
  • High shrinkage
  • Lack of pride/care in the business
  • Lack of creativity and new ideas
  • Unhealthy challenge
  • Complaints don’t go to management
  • Vendor dissatisfaction
  • Lack of personal or professional celebration

What to Do

When you encounter disengagement, says Botwin, consider the following:

  • Show your employees you care about them and their role
  • Talk openly and honestly
  • Provide clear constructive feedback
  • Ask for opinions … and listen … and show you listened
  • Get in a trench together and roll up your sleeves

In addition, says Botwin, remember:

  • Management’s job is to help engage and motivate the workforce, not just to tell people what to do
  • Engaged employees bring stronger business results

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To improve engagement and culture, Botwin offers his C.A.R.E.™ Model. He lays it out as follows:

  • Conviction
    • Doing what is right
  • Adaptability & Accountability
    • Being open to and embracing change
    • Embraceing mistakes, but not permitting excuses
  • Realness
    • Being genuine, honest, and trustworthy
    • Checking the ego at the door
  • Enthusiasm
    • Showing a passion for the business

If you can apply these principles, Botwin says, you are well on the way to improving your culture and building employee engagement.

Flex a Good Place to Start

Botwin offers flex as a good example of something to consider for building engagement. It may seem like “fluffy stuff,” but there are solid business reasons for considering it:

  • Your competitors are offering it. (Where is the talent going to go?)
  • It’s typically inexpensive
  • Shows the employer trusts the employee
  • Avoids burnout
  • Increases retention
  • Lowers facilities costs
  • Allows longer customer service hours
  • Gives employees more of a feeling of control
  • Increases productivity
  • Reduces carbon foot print through off-peak commuting
  • Reduces absenteeism

Flex might be a great way to build engagement without major expenditures.

Flex, engagement, culture, Whew! All important, but more things to add to the already full compensation plate. “Maintain internal equity and external competitiveness and control turnover, but still meet management’s demands for lowered costs.” Heard that one before?  Many of the professionals we serve find helpful answers to all their compensation questions at Compensation.BLR.com, BLR’s comprehensive compensation website.

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