Gallup did a survey of the American workforce. The result showed that 33% of the workforce was ‘actively engaged’, meaning genuinely interested and committed to their work, but 16% of the workforce was ‘actively disengaged’, which means genuinely disinterested and dislikes their job. The remaining 51% of the workforce was just ‘engaged’, implying that they were present in the workspace, neither committed nor disliking. 

The studies done by Gallup found that 33% of actively engaged workers and professionals bring positive changes to revolutionize businesses. They contribute positively to increasing productivity and efficiency. The 16% of actively disengaged people hate their job, but still, continue only because they have some kind of compulsion to do so. These people sometimes bring a negative impact on the overall productivity and work culture. They block constructive suggestions and always find difficulties in pursuing anything innovative. They are dangerous for the growth and progress of the corporation. 

However, the majority of the workers i.e. 51% were just present for the job, meaning spending their time without any commitment or interest in the work. They even don’t bother to bring negative impact or block any growth. These people are working in the organisation without contributing much. They don’t deny the given job but also don’t take up anything on their own. They mostly complete the job but at a very slow pace and without much attention to efficiency and accuracy. This is the lot of the workers who would say, ‘no one told me to do it, or, it’s not my job’. They never take responsibility and never take any proactive steps. Finding excuses and reasons for incompetence is their best skill.

While it’s very clear that the professionals who are actively engaged are the most preferred ones and those who are actively disengaged must be avoided, the fact is that the organisation suffers most from the third kind of lot which is neither actively engaged nor actively disengaged. Their non-commital attitude and below-standard performance bring the overall efficiency of the organisation down. They stay in the firm to pay their bills and get a salary, keeping in mind their own comfort rather than the progress of the institution. 

In case you are also part of any organisation, having a chance to look at a large number of co-workers, observe their attitude and analyse in terms of these three categories. Also it will be useful to look at your own way of working, and bringing the performance to the ‘actively engaged’ standards so that you and the employer both are benefitted most out of it. 

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