There was a podcast last week talking about returning to the office.
One point was a leadership fear of employees slacking off and being “lazy” at home.
This statement first made me angry.
Then, it got me thinking.
Are people disengaged because they are inherently lazy?
Or does the organization not know how to engage remote team members?
My Perspective
The responsibility for engagement falls to both team members and employers.
Location doesn’t determine engagement.
Team members in the office shopping on Amazon, taking long lunches, and lounging in the commons.
Team members cleaning house and caring for children during office hours at home.
The problem isn’t laziness.
The problem is engagement.
Exploring why dis-engagement is happening is a good first step.
The reasons may be different for each person.
Maybe the work is no longer interesting.
Maybe contributions aren’t appreciated.
Maybe there is a life event happening outside of work.
The solutions for every situation would be unique as well.
A rotation.
A new project.
More recognition.
Family leave.
Rather than focusing on the problem, understanding the cause can better lead to a solution.
Your Turn
Have you ever felt disengaged at work? What was the reason?
Do any members of your team seem disengaged? Have you had a conversation with them?
What could you do today to observe and resolve disengagement at your workplace?