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O P I N I O N
Your best talent leaving? Fight the brain drain by reducing burnout, building resilience, and making sure employees are empowered and engaged.
M ost leaders of companies today recognize the importance of having engaged people at work. Yet research from the Metrus Institute, Gallup, and others say that between 50 and 80 percent are not fully engaged. For many organizations, a majority of employees are only partially engaged, which a lot of research has shown reduces performance and customer satisfaction while increasing turnover. Worse yet, your best talent – those with lots of options – are most likely to leave.
William Schiemann
boundary. A large majority of workers today respond to texts or email at night or on the weekend, or work feverishly to finish a report or presentation. And yet many are frightened to address personal issues that “For many organizations, a majority of employees are only partially engaged, which a lot of research has shown reduces performance and customer satisfaction while increasing turnover.”
An interesting phenomenon occurs in most organizations. On day one, most employees are fully engaged as these fresh hires are excited to begin a new experience. And yet, according to Metrus Institute, engagement levels drop considerably during the first few years, and often far more than you would expect after a honeymoon period. Clearly something is going on, and most organizations need these four key actions to minimize this degradation of engagement and reboot it to formerly high levels: 1)Help reduce stress and burnout. A major con- tributor to reduced engagement levels is the stress often caused by work-home conflict. Today, work and home are not separated by an impermeable
See WILLIAM SCHIEMANN, page 4
THE ZWEIG LETTER August 7, 2017, ISSUE 1211
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