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6 Mismatches in the Workplace That Lead to Low Engagement and Resignations

  • 13th Jan'23

As a business owner, you want your staff to feel engaged and motivated. But when there’s a disconnect between what an employee expects and what they experience at work, it can lead to low engagement, decreased productivity, and even resignations. In this article, we’ll go over six common mismatches that could be causing low engagement and resignations in your workplace.

 

What are the 6 Mismatches in the Workplace?

Six mismatches in the workplace lead to low engagement and resignations. They are:

1. Value Mismatch: When an employee feels that their values do not align with the company's values, it can lead to disengagement and eventually quitting.

2. Goal Mismatch: When an employee's goals do not align with the company's goals, it can lead to frustration and eventually seeking a new job

3. Skill Mismatch: When an employee's skills are not a good match for the job they are doing, it can lead to boredom and eventually changing firms

4. Personality Mismatch: When an employee's personality does not fit well with the culture of the company, it can lead to them feeling out of place and eventually quitting.

5. Career Path Mismatch: When an employee feels like their career is going nowhere in the company, it can lead to dissatisfaction and eventually quitting.

6. Work-Life Integration  Mismatch: When an employee's work-life Integration is out of alignment with their personal life, it can lead to burnout and eventually seeking a new employer.

 

The Impact of Low Engagement on an Organization

So, what causes low engagement and resignations at the workplace? It is estimated that only about 30% of employees worldwide are engaged at work. This means that the majority of employees are not engaged, or are actively disengaged. The impact of low engagement on an organization can be significant.

Low engagement leads to lower productivity and quality of work, as well as higher levels of absenteeism and turnover. In addition, disengagement can hurt customer satisfaction and loyalty.

Organizations with high levels of disengagement often have a difficult time attracting and retaining top talent. This can lead to a vicious cycle, where low engagement leads to even lower levels of engagement.

There are many factors that can contribute to low employee engagement, including mismatches between an individual's skills and abilities and the demands of their job, lack of development opportunities, poor communication from leadership, and more. Organizations need to identify the root causes of disengagement to address them effectively.

 

What Causes Low Engagement and Resignations?

The number one cause of low engagement and resignations is mismatches between employees and their jobs. When there is a mismatch, it creates frustration and leads to apathy. The most common mismatches are:

  • Skillset: An employee may be highly skilled in one area, but they might not get the opportunity to use those skills in their current position. It can lead to boredom and a feeling of being underutilized.
  • Workstyle: An employee may prefer a certain type of work environment or pace, but their current job does not provide that. This can lead to stress and feeling overwhelmed.
  • Values: An employee may hold certain values that are not aligned with their company's culture or mission. This can lead to disillusionment and a sense of not belonging.

 

Strategies to Reduce Low Engagement and Resignations

 

1. Be clear about what the job entails from the start

When you're hiring someone, be clear about what the job entails. This includes the duties, responsibilities, and expectations. If there are any changes to these down the line, be sure to communicate them. This way, there are no surprises and everyone is on the same page.

 

2. Set realistic expectations

It's important to set realistic expectations for both employees and employers. If an employee knows what they're getting into and what's expected of them, they're likely to be successful and engaged in their work. On the flip side, if employers have unrealistic expectations, it can lead to frustration and resentment.

 

3. Promote a healthy work-life Integration

A healthy work-life integration is key to reducing stress levels and maintaining engagement at work. Encourage your team to take breaks, step away from their desks for lunch, and take advantage of flexible working arrangements when possible.

 

4. Offer opportunities for growth and development

Employees who feel like they're stuck in a rut are more likely to become disengaged with their work. To keep your team members engaged, offer opportunities for growth and development. This could include training courses, mentorship programs, or even just stretch assignments within their current role.

 

Conclusion

In conclusion, the six mismatches discussed in this article can lead to low engagement and resignations in the workplace. It is important that employers are aware of these potential issues and actively work to address them before they become too big a problem. When everyone is on the same page about expectations and alignment, it creates an environment where staff feel motivated and encouraged to do their best work. Employers need to take steps to ensure that all employees feel valued, appreciated, heard, and understood so that everyone can reach their full potential in the workplace.

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