Balance plays an integral role in many different aspects in life. As you’d know, if you’ve ever been on a see-saw, finding that sweet spot can be incredibly tricky and fleeting. But how can we find work-life balance sweet spot on a see-saw?
In 2021, it may be harder to achieve a healthy work-life balance than ever before. […]
Self-love is the process of knowing yourself, connecting with your inner self, overcoming self-limiting beliefs, letting go of everything that doesn’t serve you, and falling in love with yourself.
Self-love helps silence the fear of rejection, our inner critic, and instead befriend it to serve us rather than taunt us. And we develop confidence in what we stand for, when we know who we are from within. With self-love, we are able to let go of self-judgment, negative thoughts, opinions, and people who are not aligned with us.
When we accept ourselves wholly for who we are, people around us also start seeing us in the same light. Likewise, when we love what we do and do what we love, we are alive and soaring in all that we do. This further draws others with positive energy to us. Ultimately, that power of love for yourself, will not only elevate your relationship with yourself, but enhance and deepen your relationship with work, family, life, and everything around you.
Rather than see disengaged employees as a threat, employers should view them as an opportunity to identify what’s not working. The reality is, disengaged employees are obvious signs that there are unaddressed issues within the workplace.
A disengaged employee will most likely not be participating in company activities, events and conversations. There will be decrease in productivity since the employee will be doing the barest minimum. The quality of the little work that is done will keep dropping, while deadlines are missed. The employee by now is obviously apathetic, cynical, lacks enthusiasm and initiative. Soon, it becomes difficult to lay a hold on his or her whereabout because of frequent absenteeism, tardiness and check out. Before finally checking out of the company.
The 3 Myths About Disengaged Employees
Below are the three common myths that will help managers better understand what leads to employee disengagement.
Disengaged Employees Are Lazy And Bad Employees. Not every disengaged employee is a poor performing one and not all happy employees are engaged. Employees become disengaged when they don’t feel like they’re setup for success.
“Employee disengagement is something that builds up over time. It’s a culmination of lots of small events that leads to a change in attitude and mindset.”– Suzie Finch (The Career Improvement Club)
It’s HR’s Job To Fix Employee Disengagement. Both management and leadership, through communication, can keep everyone in the loop of where the company is at the moment, and where it is going. While HR is responsible for employee engagement at a macro level, managers are responsible for it at a micro level – maximizing their one-on-ones.
It’s Easy To Re-Engage A Disengaged Employee. To re-engage disengaged employees, you have to address and solve the problem. So the question is, why create the problem in the first place? And again, when the problem is solved, the employee has to trust that it won’t happen again.
Disengagement isn’t a one time incident. It’s a series of triggers that happen over time, especially when the path to success is no longer visible. And it is just one of those ways how the pandemic has impacted on us as individuals, our work, work-life and our work-life balance.