The Big Disconnect That’s Causing the “Great Resignation”

I’ve had the great opportunity to work across the globe and step into some “challenging” situations—from my time in Germany and the Middle East during my military career to my civilian business time in Thailand, China, and Malaysia. Even with language and local customs barriers, one common challenge is the same: people are people, and they yearn for collaboration and engagement.??

When companies are struggling in areas from sales, operations, or service, there is an engagement gap. The gap can be in the areas of the company’s values, vision, or goals that requires you to dig deeper into the root cause. Let’s talk about Values—companies spend a lot of money, time, and effort only to then shelve these values. Management checks the box and points to it, but does not incorporate Values into the very fabric of the business, so hire, promote, celebrate, reprimand, etc. with that as your priority.???

A business or leader must first look at their company’s culture and compare any gaps and opportunities to the culture that they require. According to a recent State of the Global Workplace report, 85% of employees are not engaged or are actively disengaged at work... Dismal Employee Engagement Is a Sign of Global Mismanagement (gallup.com) (Jim Harter). This is astounding. And out of that number as much as 18% (almost 1 of every 5 employees) are actively disengaged, which translates to working against the company goals and objectives and hurting your bottom line.

Another recent Harris poll outlined that the top two causes of lack of employee engagement and thus turnover, are 1) lack of career growth followed by 2) low pay (Why Are Employees Leaving Their Jobs? Here Are the Main Reasons (businessinsider.com). Of employees surveyed, 77% felt that they are on their own when it comes to their career development. Over the past few decades, dwindling budgets for training and development to improve the company’s bottom line are finally hitting back, with turnovers, inefficiencies, costs to recruiting firms, and delays in hiring.

Business management and leaders need to listen twice as much as they speak; then their people will lean in, versus leaving. Based on that feedback, they need to help their teams and people improve their workplace, career growth, etc. Finally, leaders need to improve their employees’ lives, their work situation, the overall business.

My new book scheduled to be released May 2022 will answer the following questions:

1. I am a business owner or executive with a leader and or team that’s disengaged. What can I do to turn it around?

2. I am taking a new role in the company, and from my interviewing process was told that engagement is a top concern. How do I start on the right foot?

3. As a company or leader, we're doing some great things.?However, what would we need to do to take it to the next level of engagement?

Preventing your best talent from leaving is simple, really. You must take the time, make the plan, and follow through. Contact me for help. Please comment and share your thoughts on what you feel are the contributors to the “Big Disconnect” or “Great Resignation”?

ABOUT THE AUTHOR

George Murray is a Global Operations, Supply Chain Leader & Army Veteran | Award-winning Author: HIRED: CUT YOUR CAREER SEARCH TIME IN HALF | George’s Why:?To inspire business owners and professionals to go from where they are today to where they want to be tomorrow and #getbetter?A keynote speaker, training and workshops on career, job transition, business transformation.?George is self-described as Tenaciously Optimistic.