The Downside to Employee Engagement

Organizations seek them. Managers revere them. Their less-dynamic coworkers often resent them. All things considered, engaged employees are in high demand. After all, what company wouldn't appreciate workers who take their jobs seriously and perform at consistently high standards? Well, according to research conducted by Clemson University industrial-organizational psychology professor, Thomas Britt, PhD, employee engagement may have its downside.

The Rules of Engagement

Given today's economic situation, many companies are cutting back on expenses and reducing their workforce. So, what does this mean for top-notch employees? Many of them are taking on new roles and filling positions that were left vacant due to layoffs. Therefore, high achievers - those who take great pride in their careers and demonstrate high levels of engagement - are doing jobs that they deem beneath them. While their less-engaged coworkers are content just having jobs, these workers want and demand more.

Another problem? In an effort to preserve the bottom line, many organizations are curbing their spending on certain resources. For instance, companies are sending fewer employees to industry tradeshows and may be eliminating perks that workers once enjoyed, such as tuition reimbursement. And, it's the engaged employees who are exhibiting the brunt of the disillusionment. According to Britt, since engaged workers are aware of the jobs aspects that will either help or hinder their careers, they'll become disengaged if they feel they're not receiving adequate tools for success.

"We found that employees were more engaged when their leaders provided clear guidelines for job performance, which gave the employees a greater feeling of clarity and control over what they were supposed to do," Britt says. "The benefits of employee engagement can be squandered if leaders do not position employees in roles that match their skills and provide the workplace support they need to carry out their responsibilities." The bottom line? If engaged workers suddenly feel stifled in their careers, they'll seek employment elsewhere.

Disillusioned and Disengaged

One of my former bosses used to joke that his problem was that he cared too much. Even though he was being facetious, he did have a point. The more you care about something, the more you invest yourself emotionally in it. After all, if you're indifferent to your job and simply view it as a means to a paycheck, you won't be affected if your company fails to provide you with the most cutting-edge resources. Believe me: I know this from experience.

During my senior year of college, I had an internship that I despised. Although I tried to maintain a positive attitude, I dreaded walking down the dark halls and plopping down at my cubicle. The reason for my animosity? My supervisor never provided me with instructions for my assignments and didn't ensure that my computer came equipped with all of the necessary programs. In fact, I often had to use her computer to complete my work.

But, the saddest part was that I started out with high hopes. Even though my internship was unpaid and not-for-credit, I was excited to get a glimpse of the corporate world and learn marketable skills. In short, I was engaged. Unfortunately, my engagement quickly dissipated when I realized that I didn't possess the resources to adequately perform my job. I had plenty of enthusiasm, but none of the tools to capitalize on it. The take-home message? Employers need to realize that there are limits to employee engagement.

Up for Discussion

Do you feel engaged in your career? Or, do you view your job as a stepping stone to bigger and better opportunities? Please share your reactions to this study with the OfficeArrow community.