There is an epidemic of workers who are uninterested and disengaged from the work they do, and the cost to the U.S. economy has been pegged at over $300 billion annually. According to a recent survey from Deloitte, only 20% of people say they are truly passionate about their work, and Gallup surveys show the vast majority of workers are disengaged, with an estimated 23 million “actively disengaged.”
Engaging people at work is the #1 leadership challenge. Most engagement initiatives are aimed at providing external motivation to people. The truth is – extrinsic motivation doesn’t last long (if it motivates at all). As a leader, you are responsible for creating an ecosystem where people are more likely to feel motivated intrinsically. To be able to do this, we need to humanize our approaches. Deming famously said, “All that people need to know is why their work is important.” without which, all external motivation, rewards and recognitions will fail to engage them at work.
Here is a sketch note I created based on the post (Read the full post here).
I feel that if leaders at all levels understand the basic human needs at work, they will go a long way in improving the engagement levels within their teams and organizations.