Would you put up with a computer that only works a third of the time? Would your C-suite be satisfied if your sales team worked only on Tuesdays and a half day on Friday? Would you keep a supplier that only kept its factories running 10 days a month?
Of course not.
Yet, when it comes to employee engagement, many companies accept similar results as the norm. Since 2000, the share of employees Gallup considers “engaged” at work has never topped 36 percent. This amounts to a fairly lackluster performance from leaders and investors who often patronizingly call employees “our most valuable asset.”
Today, however, we’re in the midst of a global shakeup sparked by a handful of factors that has the potential to reshape the employee/employer relationship and rewrite the rules of employee engagement. These factors include the pandemic, social unrest, racial reckoning and historically low unemployment matched by historically high job growth. Additional considerations such as hybrid work and mental health awareness result in calls for equity and inclusion that can’t be ignored.