The Brainquil Blog

Wednesday, December 30th, 2015

Top 3 disengaging management practices

According to Gallup and this HBR employee engagement map only 13% of the Workforce is Actively engaged, in which, they come to work everyday focused and determined to achieve the company’s objectives. While, a staggering 56 % are disengaged, meaning that they don’t care about the company, they just come to work with no interest or care wheteher the company makes its targets or not, in other word, they’re dead weight. Not to mention, a wretched 33% of the workforce are actively disengaged, keenly working to bring down the company, and these are very toxic to any company’s success.



In a previous blog, I gave some insights on the leadership and management in the era of lifeholics, and how they are a defiant new workforce, who won’t settle for any classical methods such as a salary increase or adding elements of entertainment in the organization to be retained.



The cost of rehiring is high as ever. Companies should always try to retain it's talent and invest on not losing or disengaging them. These are the top 3 practices by which employees are disengaged.These are the 3 major ways according to Patrick Leincioni’s book, 3 signs of a miserable job, to disengage lifeholics/millennials .


"Miserable workers, produce miserable results" Patrcik Leincioni


  1. Anonymity

is when a manager does not recognize nor appreciate his subordinates, and not in terms of their presence, but does not recognize their individual talents, capacities and strengths. Usually, managers just treat them as a dispensable resource, just a face that could be replaced by anyone, at any time.Not taking genuine interest in their individual lives


Quick Fix: Seek to understand what are your teams special talents and individual capabilities, through knowing what are their strengths of each one of your team. Strengths Based Leadership is proven to boost employee engagement and morale.


  1. Irrelevance

In my previous blog, I mentioned that lifeholics are seekers of change and impact, they want to feel like they do matter and they are actively working towards changing lives and they’re work is actually affecting someone. Whenever they don’t see a link between their job with the impact the organization is creating in society or offering the world, be sure that they are on the way to disengagement.

Quick Fix: Clarify your organization’s vision and how your organization is changing or working towards the betterment of society, or industry and make sure that everyone is aware of he is contributing to the companies impact.


"People need to be reminded much more than be instructed". Samuel Jhonson.


  1. Immeasurement

When employees dwell in the day to day operations, they more often lose sight of how they’re contributing to the success of their organization. Its really important for this new workforce to feel like they are direct contributors for their organization progress .They want to asses their performance and see their influence on the organization.


Quick Fix: After the Vision ha been clarified, now ask every individual to think how his day to day job is contributing to the bigger picture of the company. Making everyone within the company to write a proposal for the company of how he's job is contributing to the overall impact of the organization, would make relevance tangible and clear.


Written by:
Ahmed Abaza
Curious Brain