Time and again, we see that the more leaders try to manage engagement, the more disengaged their employees actually become. It’s not that employees don’t want to be engaged — many are committed and loyal soldiers who come in early, stay late and try hard in-between. But in today’s era of exhaustion, they are simply struggling to make it to the weekend. Employees are engaged, but depleted.
As a result, organizations have become hubs where people are unable to think innovatively. Bogged down in the day-to-day minutiae of work, employees don’t have the time or mental capacity to identify or focus on fixing systemic issues. They are simply going through the motions — incapable of future-based, innovative, value-creating thinking.
And so you get an abundance of organizational cultures scrambling to fix problems as they become full-blown issues, fighting “fires” with duct-tape fixes and quick workarounds instead of taking the time to address root causes of problems. It’s the perfect ecosystem for endless employee depletion.