3 Factors That Make Employee Engagement Miserable [& Remedy]

Over the last 14 years of my corporate life, I have spent at least 50% of it cross-continent and across a spectrum of markets and cultures. I have learnt from my exposure that employee engagement is critical for any company to survive. I vouch for it from my personal experience.

Researchers in psychology say that at least 59% Indian workforce is not happy at work as of 2022, thanks to poor employee engagement. Another American research concludes that 70% of their workforce is jaded and aloof internally from their roles or companies.

One Harvard study conducted in 2017 suggests that these skilled professionals are even ready to revolt in subtle ways, for example, quiet quitting & sabotaging their company’s success.

Also, those professionals who experience misery at work do not correlate to the time they have spent at the same organization (against the popular belief that those who stay longer get bored). In short, you could be miserable at work within six months of joining a company, just as someone does when they spend ten years.

A True Story from 2018

To explain better, I will share the true story of my friend, Jim. He spent ten years at a multinational bank, in operations, just after completing his graduation. Usually, when people start their careers, they face hardships and challenges. But Jim was oblivious to these words.

In the early years, Jim’s rough days were when his manager asked him to consolidate some reports or send a few emails. On other days, he would go to Google and search “Why is the Earth Round” or “The inception of Cheque in Banking”. Over the years, his responsibilities grew, but they were within his grasp. He spent ten comfortable years at the bank with a steady income. But Jim was not happy!

Being in Sales previously, I always lived my life on the edge. My survival would depend on the revenue I brought to my company. Monthly, I would wonder if I would still be employed if my pipeline did not move. Yet I was happy because I was passionate about closing deals and meeting new people.

When I heard my friend say, “I cannot do this anymore. I cannot continue” I was surprised, but I suggested that he leave without a backup job offer (and he did exactly that). I am not suggesting that you must ignore your financial metrics, but if you can afford to choose peace over misery, go for it all out. My research brings me to the following point.

3 Factors That Make Employee Engagement Miserable

Your company, job role, and you are the only three elements at play. Therefore, it is OK to say that misery at work stems from the interaction and correlation between these three points. Here’s to putting words into a visual of how I see it.

Disconnect [Your Role & You]

Referring to Jim’s example, we saw a complete disconnect between Jim and his job role. He thought he liked the job, but time told him otherwise. Scholars have studied human psychology for ages and found that professionals fall for the happiness trap. There are tons of articles on this topic itself that prove its widespread effect.

You sign up for a job role because both HR and you think you suit the bill. Initially, you derive satisfaction from doing the tasks, achieving the targets and honing your performance reviews. However, as time progresses, you might suddenly feel empty even after achieving astounding success.

You realize, just like Jim, that the so-called celebrated success parameters were never what you wanted. Your values, principles and “personal vision” give you true satisfaction and sustainable happiness. Only an alignment of them to your job role can bring you joy at work.

Disparity [Your Job Role & Your Organization]

I can cite personal examples where I felt my leadership and management had no clue about what was happening on the ground level. Hence, their treatment of situational decision-making or managing customer expectations was very theoretical and boardroom friendly. I am sure my fellow sales rock stars will agree to it.

Referring to Jim again (though he had fewer expectations), he felt his company did not understand him. He concluded they undermined his role and contributions at work. As a result, he assumed he was unimportant to his company’s success.

Umpteen scholarly studies have revealed the disparity between job roles and the company’s attitudes toward them as the first sign of withdrawal syndrome. When such feelings escalate in affected employees, they resort to quiet quitting.

Conformity [Your Company & You]

Ideally, when companies scout talent, they should focus on the compatibility of values and vision. Instead, they focus on the open positions and how quickly they can fill them to keep the revenue clock ticking. They do not worry about compatibility as they know how to ‘groom’ the candidate.

Unfortunately, all types of companies wear a conformity cloak. Some do it openly, and others are subtle. They force their rules and pre-decided work culture in offices. For example, it could be how to dress and dos and don’ts at work. While some of them make business sense, most don’t.

What about subtle norms at work – what is acceptable and what is not? For example, in one of my experiences, I left the office between 6-6.30 pm. Since my desk was on an open floor, I could hear colleagues teasing me with, “half day today?” or “someone has a chill life”. The subtle conformity norms suggested I be present in the office till late at night and take multiple tea-cigarette breaks (even though that was unproductive).

Whenever employees face discomfort exercising conformity at work, they feel miserable. After all, you cannot perform at work in the long run with a heart full of sorrow.

The Remedy of Misery at Work

• Be extra selective of who you approach for your next role. Unless the company’s vision and values resonate with what you stand for, let it go.
• Do not select a company for the perks or the pay. Seek meaningful work where you can add value for both the company and your profile.
• While it is said to keep personal and professional relationships separate, look for colleagues who bring the best out of you at work. Bring a select few to your personal space. These colleagues will help you navigate the triad.

P.S. – Jim is now better placed in a company that values him, and he feels his company recognizes his work and effort. Jim draws a lucrative compensation while balancing the triad to the best of his abilities.

I am sure you have faced at least one of the above in your work life. How do you navigate in such situations? Do drop in a comment. 

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