Engagement and Motivation
According to Gallup’s State of the Global Workplace: 2024 Report, 67% of US employees are not engaged with their work or jobs. Here’s the breakdown and comparison to global stats:
Engaged: US = 33%, Globally = 23%
Not engaged: US = 51%, Globally = 62%
Actively disengaged: US = 16%, Globally = 15%
So, compared to all the countries studied, work engagement in the US is marginally better, but still, 67% are not excited about their work.
Why?
There’s no single answer. Some factors include remote work, lack of role clarity, turnover, lack of training, and sub-par management. There are undoubtedly many others—and frankly, this is an essential issue with a societal impact that always lands below the fold.
So what motivates the average worker, noting that most are not engaged in their work?
Compared to years past, it does not appear to be tenure, something most of us have seen or experienced anecdotally. From my experience, it varies by individual and industry. That said, the list always includes some or all of the following: salary, bonus potential, benefits, advancement potential, company culture, opportunities for professional growth, and work schedule flexibility/PTO.
Okay, so on balance, US workers are not (very) engaged, aren’t expecting long-term roles and are motivated by the things listed in most job descriptions.
Fine. So, what does this have to do with reentering job seekers?
First, there’s a need for workers—this is good. Furthermore, turn-over rates, especially for entry-level service positions, are high, which is another good thing because the first goal of any reentering worker is to GET IN.
However, once a reentry position has been secured, engagement and motivational considerations will differ from those of the average worker. Four things are critical for the reentering worker on their first job back in the workforce:
Stay in
Develop work contacts
Build work history
Prepare for the next job
This first reentry job is not a forever job—it is short-term on purpose, and job description attributes are accepted rather than negotiated. But engagement? There is no option here; it is a MUST!
Other employees may or may not be engaged, okay, but that does not apply to the background-challenged, reentering person!
And something else. Too often, after a reentering person has settled into the new role, say 3-5 weeks on, it’s easy to start forgetting why they are there. They associate with and begin relating to the other workers who aren’t reentering. They want to belong. Their original motivations (get in, stay in, develop work contacts, build work history…) seem trite.
“Hey, like everyone else, why not think big(ger), more money, bonuses, and advancement?”
No! A MAJOR MISTAKE. Don’t go there.
Keep the focus on the work and plan.
Stay the course. Fit in, but just enough.
Onward!