“That’s not my job,” are some of the four most toxic words to say in the workplace. It’s a response that provokes negative feelings for people on both sides of the fence. The person asking for help is offended by the dismissive attitude of the not-my-jobber and the person being asked is resentful of the prospect of taking on more responsibility or work.
To be sure, cultivating a company culture of teamwork is important. After all, every employee’s contribution goes toward the overall goal of making the company a success. But clearly defining employee responsibilities and setting boundaries is equally vital. You wouldn’t want to be pay an engineer to water the office plants.
But beyond balancing employee responsibilities and setting boundaries, when I hear someone say, “Not my job,” I see it as a canary in a coal mine, indicating that an employee may be disengaged.
What does that mean? Forbes defines employee engagement as “the emotional commitment an employee has to their company and its goals.” An engaged employee is one that cares about how their work contributes to the company’s goals, and will take the initiative to go the extra mile — doing whatever it takes to get the job done, and done right.
Besides the obvious benefit of having happier employees, research shows that there is a clear correlation between strong employee engagement and higher profits. Engaged employees leads to higher levels of productivity or service, which leads to higher customer satisfaction and increased sales.
Conversely, poor employee engagement can be ruinous for a company’s bottom line. Disengagement is contagious, and can cause productivity levels to decline exponentially. Someone who isn’t pulling their weight adds to the stress of the rest of the crew, with a direct loss in profit. In addition, disengaged employees have higher safety incidents and absenteeism, both of which contribute to potentially huge costs to the company.
According to the most recent Gallup figures, about 32% of the U.S. workforce said they were engaged with their jobs. Approximately 51% reported being disengaged, while nearly 17% said they were “actively disengaged.” That means an astounding two-thirds of America’s workforce are either just clocking in and out or are not only miserable at their jobs, but actively sowing seeds of discontent.
What’s the solution? According to experts, one of the primary factors affecting engagement is the manager. A good manager sets up their team up for success, offers constructive feedback, and is held accountable for meaningful progress. Companies will find that these key employees are worth their weight in gold.
Have you had success in sustaining high employee engagement? Or have you had a manager that inspired you to give your best to the company? If so, I’d like to hear about it. Drop me a line and let me know.