Article by Ruth Ross
Have you ever hit the road for a leisurely drive or stressful commute, only to be spooked by a flashing warning sign on your dashboard? It happened to me just the other day, and I admit that it unnerved me. I got to a safe area and pulled over to figure out what the picture represented. When I couldn’t guess right away, I went the old-fashioned route, pulling out the owner’s manual and flicking through it to match my picture to the problem.
Most times, you can avert trouble before it starts just by being aware of the warning signs.
As an advocate for curing the global workforce of the disengagement epidemic, I am always linking things I see and hear back to this subject, and my recent car problem is no exception. It made me think about the concept of warning signs and how it relates to the critical business imperative of engagement. Although the signs of disengagement might not constantly flash as brightly as neon bar signs, they are there for the naked eye to see – if you know what to look for.
No matter what may have caused your disengagement – the job not being what was promised, a feeling of being stuck, a lack of appreciation and recognition, an ineffective boss, a toxic workplace, etc. – the following warning signs are universal:
1. An ‘I Don’t Care’ Attitude
This person has given up on even making a pretense of caring about work. They show up and do what is expected, but they don’t expend energy or the extra effort to make sure the work is high quality. It’s all about just getting it done, not about getting it done right.
2. Increased Absences or Tardiness
The disengaged have trouble getting up in the morning and arriving to work on time. They show up when they want, not when they are scheduled to be there. They tend to suffer more than their engaged colleagues with stress-related illnesses. Their symptoms of disengagement could be as small as headaches and colds, or as large as depression and anxiety.
3. Declining Quality of Work
People who used to care about the quality of their work and pay attention to small details no longer have the energy or desire to do so. They simply don’t care if the i’s are dotted and the t’s are crossed. It’s more about checking off the box and moving on to the next task. Error rates increase when employees are not engaged in the job at hand, and work gets done at a slower pace.
4. Mood Swings
Is today a good day or a bad one? People who are disengaged tend to have more mood swings than others. Usually they wear their emotions on their faces. It gets harder for them to hide their moods, as they prefer to just go with how they are feeling in the moment. They don’t care if others notice because how they feel is how they show up.
5. Physical and/or Mental Isolation
Isolation can take two forms. One can be intentional, where the disengaged employee chooses to opt out. This happens a lot in group settings when someone sits back with arms folded and doesn’t participate in the conversation. They don’t join in hallway conversations or go to the local lunch joint with colleagues.
The second form of isolation is in a person’s head. Many disengaged employees feel like they are invisible, even if they are in very visible roles. They believe others are ignoring them in the group, even if there is no external proof to validate this feeling.
6. No Desire for Creativity, Innovation, or Input
Something happens when a person falls into disengagement. They suddenly appear to become mute. A once defining voice becomes seemingly nonexistent. They make the choice to stay silent and don’t offer input or advice, even when asked. They stop being creative and trying new things. They retreat to the familiar and routine and do everything they can to stay under the radar.
You can usually tell when someone crosses over from engagement to disengagement by looking at their energy levels. When it comes to how people show up on a daily basis, there is a marked change in behavior. All of their movements slow down, and things seem to move at a snail’s pace. Even Type A personalities are not immune to this telltale behavior. In fact, it’s often more noticeable when it arises in these people.
Were you surprised by the results, either good or bad, of your self-assessment? It’s always a good thing to pause to reflect on where you are and then to recalculate where you need to go next. A mirror is the most important tool one can use on their life and career journeys. Don’t be afraid to take a long look!
A version of this article originally appeared on SUCCESS.com.
Ruth K. Ross is a speaker, author, and engagement evangelist. After a successful 30-year career as a strategic human resources executive with top Fortune 100 companies, Ruth started her own company in San Francisco to focus on the critical intersection where people and processes fuse together in organizations. The outpouring of requests from C-suite executives, middle management, and service professionals for her thought leadership on engagement validated her belief that disengagement is robbing people of their passions and cutting deeply into corporate profitability. Her recent book, Coming Alive: The Journey to Reengage Your Life and Career, is based on Ross’s own experiences and research, exploring the epidemic of employee disengagement in corporate America. She is also frequently invited to speak at industry conferences and organizations on this topic. Learn more about her book, speaking topics, consulting services, upcoming events, and blog at ruthkross.com. Follow her on Twitter, @ruthkross.