Management

How Can We Engage “Actively Disengaged” Employees?

In my experience, the most actively disengaged employees are ones who are suffering from deep disappointment in their organization. They are often people who really invested their hearts and hopes in the past and were massively let down, by destructively poor management, by abandoned change and improvement initiatives they passionately supported, reorganizations that took them away from work/projects/services they loved, and the like. These folks are actively protecting themselves from investing in the organization again to avoid the real pain they’ve felt when they have put their hearts on the line in the past, either in this organization or some other place in their lives.

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Executive Attitudes Drive Success or Failure of Diversity Initiatives

By Sanchez / Tennis|2017-01-13T11:27:41-07:00March 9th, 2012|Tags: Barbara Parker, Business, diversity, human resources, inclusion, Management, Strategic Matrix, Work, Workplace Discrimination|

(A full presentation on the Strategic Matrix for Diversity & Inclusion Initiatives is available free at http://bit.ly/v3o6jM )

Executive attitudes toward, and priorities for, diversity are the most important variables for what can successfully be accomplished in improving an organization’s value for diversity and leveraging diversity for organizational success. Executives operate in an environment where they are subject to a wide variety of pressures and perceptions that affect how they react to diversity in the workforce and customer base and impact how the instrumental value they assign to diversity for achieving their personal and organizational goals.

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