Combating disengagement through corporate welfare
The cost is higher than you think.
How would you feel if every morning you had to leave your home and go to a workplace where you feel you can't be yourself, that you're not in the right place?
How would you feel if, walking around the offices, or among the production machinery, or even among the pallets in the warehouse, you constantly saw the long faces and demotivated expressions of your colleagues?
What would you think if, at 5:21 p.m., you started to see people around you turning off their computers and dusting their desks to pass the last interminable nine minutes before clocking out?
Their well-being depends on you and the choices you make for the growth of your company.
You know, complaining is now the order of the day, as Gramellini says, “...we are a society based on complaining.”
Complaining and discussing negative issues brings people together, and this is particularly true in the workplace.
“The HR manager is always busy and never has time for me. I don't understand this figure on my paycheck. Who can answer my questions?”
“They still haven't confirmed the vacation days I requested a month ago!”
“They keep revoking the vacation days I requested, which is even worse!”
Then there are those who feel demotivated because they don't have specific goals at work. “What is the purpose of my activities? What is my real role?”
It's almost a competition to see who has the worst experiences.
When you find an ally who shares your thoughts and has the same misadventures as you, you tend to bond and feel understood.
Negativity is contagious.
So, before you reach this point, you need to pay close attention and not take anything for granted. 
Now, you may be thinking that keeping employees motivated towards your company is also a full-time job, and that's inevitable. How can we blame you?
However, I can reveal some useful rules for transforming organizational culture, developing a better working environment, and valuing your people.
Try asking yourself, what am I looking for in life?Sicurezza.
How many managers within companies try to dominate by creating a climate of fear?
How many try to pit workers against each other, thinking that sowing discord can be absolutely positive for maintaining their dominance?
Workers, on the other hand, need to feel safe, and the environment in which they spend their days must be the best possible. Their job position and role must be clearly defined.
The danger is that if one person is suffering or demotivated, they can spread this negative situation to the rest of the team and, like a domino effect, everyone collapses and company performance undoubtedly declines.
It is difficult to work with fear, with the constant terror of having to watch your back and constantly protect yourself from what might happen.
-
Freedom.
Taking away a person's freedom is like eliminating the very essence of their soul.
The responsibilities and autonomy of a human being are fundamental to their psychological well-being. Without these, the person falls, feels they no longer have a purpose in the activities they carry out, and loses the ability to share and work in a team.
Freedom of action, within established limits, is fundamental and must be part of a positive organizational culture based on the results of people who can be trusted.
I hired you, so I trust you; you are the best talent capable of filling this role. -
Recognition.
Identifying with the company you work for and the values it represents is extremely important.
This concept is often downplayed, with the belief that listing an indefinite number of values in the company presentation is sufficient to present the best possible image to external customers.
Remember, however, that your first real customer is the internal worker who, through their activities, drives and runs the entire organization.
Their recognition must therefore be meaningful and continuous over time, and the motivation that people must have to voluntarily make things work in the best possible way must be maximized!
If you have read carefully up to this point, you will understand that the cost is definitely higher than you thought at the beginning of the article.
We can define disengagement as an invisible, negative cloud that survives within the workplace due to misunderstandings and dissatisfaction that grow over time.
You can no longer think that it doesn't exist, that it will never affect your company: “Oh, how awful, it could never happen to me!”
The loss of motivation on the part of one of your employees should not be underestimated; it is a state of mind that you must learn to prevent.
