It Can Happen to Anyone

Did your own “job EKG” ever go flat? Did the feeling of challenge change to a feeling of routine? Did you think something was missing? What happened to your energy? In any case, did you start to wonder what else there was? Did you start to look around?

Unfortunately, your most valued employees are the most likely to suffer this sense of job discontent. By definition, they are savvy, creative, self- propelled, and energetic. They need stimulating work, opportunities for personal challenge and growth, and a contributing stake in the organizational action.

If good workers find that your company no longer provides these necessities, they may decide they have outgrown the place and will consider leaving, or worse yet, disengage on the job. If they disengage, their departure is psychological rather than physical. It shows up in absenteeism and mediocre performance. These people simply withhold their energy and effort, figuring, “What’s the point, anyway?”

Either way, through departure or disengagement, you lose talented people who are vital to the success of your unit and your company—a preventable loss.

Alas

I had been doing the same work for seven years when my organization decided to expand the business in a new direction. I met with my boss to tell him that I would love to learn about the new side of the business and maybe expand my job to include at least some work in the new arena. I wasn’t sure how it could all fit, but I knew I wanted something new and exciting in my day-to-day work life. When I raised the topic, he responded curtly, “The team has already been chosen to do this new work. We need you to keep doing what you’re doing.” That was the end of our discussion. I left the organization six months later.

—Claims adjuster, insurance company