This post is bound to resonate with many of you. Whether you're navigating your own career or leading a team, understanding work disengagement is crucial.
The Disengagement Epidemic
Disengagement isn't just a buzzword—it's a stark reality for a significant portion of the global workforce. I hadn't truly grasped its impact until I experienced it firsthand in my last job, amidst two rounds of major restructuring due to the pandemic. Despite not losing my job, the changes around me significantly altered my role, leading to a plunge into disengagement.
But what does disengagement really entail?
Understanding Engagement vs. Disengagement
Let's start with some definitions. Engaged employees are "involved in and enthusiastic about their work and workplace" according to Gallup. Actively disengaged employees are "disgruntled and disloyal" because most of their workplace needs are unmet. True engagement means being psychologically present, understanding the work, having the necessary support, knowing why your work matters, and having what you need to do your job. According to Gallup's State of the Global Workplace 2023 Report, only 23% of employees globally are thriving at work, embodying true engagement.
The elements of engagement that have decline the most are:
Clarity of expectations.
Connection to the mission or purpose of the company.
Opportunities to learn and grow.
Opportunities to do what employees do best.
Feeling cared about at work. When you are not feeling engaged, because some or all of your elements of engagement are not being met, you may find yourself in one of two categories:
Quiet Quitting: These individuals are physically present but mentally disengaged. They lack energy and passion due to unmet engagement needs.
Loud Quitting: These employees actively harm the organisation, either due to broken trust or role mismatches, leading to crises.
My Personal Experience with Disengagement
Being in the 59% of quiet quitters was a jarring experience for me. It led to feelings of powerlessness, contributing to anxiety and depression. Reflecting on Gallup's engagement checklist, it became clear why I felt disconnected—from lack of support to a mismatch between my role and strengths. My entire career I had been a committed, over achiever in all my roles - to be feeling this way was really foreign, and unsettling. It was like I had no power over the feeling.
The Role of Strengths in Engagement
Doing a cross check of my strengths against the role I was to perform (after the restructure) highlighted the core issue—I wasn't given an opportunity to use my strengths daily (Opportunities to do what I do best). The restructure and new operating model had significantly impacted my job, although there was no official change to my job description. Gallup's research reinforces this link, showing that leveraging strengths leads to higher engagement, productivity, and well-being, while reducing the likelihood of quitting.
Embracing Change
If you find yourself in the disengagement trap, there's hope. Understanding your strengths and aligning them with your work could help you reduce the disengagement that you are feeling. This simple yet profound shift can reignite passion and purpose, transforming your experience at work.
Moving Forward Together
My journey from disengagement to true alignment with the work I do now underscores the importance of using strengths daily. As someone passionate about helping others find this alignment, I invite you to explore how better aligning your work to your strengths can reshape your career narrative.
To those in the 59% quietly quitting or the 11% loudly quitting, remember—you have the power to change your engagement story. Reach out for support, together we can dive into identifying your strengths, and watch as your work transforms into a source of fulfilment and success.
Let's unlock the potential within us and create workplaces where engagement isn't just a statistic but a lived reality for all. Together, we can turn the tide on disengagement and embrace a future of thriving careers.
If you're ready to dive deeper into your strengths and find career alignment, let's connect. Your journey towards greater engagement could start now.
Binny Langler champions the radical idea that you can design the work life you want.
By coaching you on how to write the next chapter of your work story with YOU as the hero, spotlighting your unique superpowers.
As Founder & Director of The Inkling Effect, Binny has over 20 years of experience in helping professionals discover and apply their unique strengths to create more fulfilling and meaningful work.
A certified Executive, Gallup Global Strengths Coach & Career Change Coach - with a Masters of Entrepreneurship & Innovation.
Her mission is to be a change catalyst for curious professionals who are seeking a fresh start in their career journey. She uses a fast-track process that reveals your superpowers to enable you to script the next chapter of your work story with intention and purpose. Binny specialises in challenging the status quo, utilising Design-Thinking to empower her clients to embrace their potential and pursue brilliance, whether that be in their current role, or transitioning to something entirely different.
Book a Free Career Strategy Chat HERE
Coaching options:
Elevating individuals through a group coaching program
Personalised private 1:1 coaching Executive Coaching
Transforming teams via tailor-made coaching programs
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