http://www.straitstimes.com/premium/forum-letters/story/liability-employers-and-nation-20140625
This is an issue that requires deeper analysis and action before it becomes insurmountable and affects the progress of our nation.
A disengaged worker is possibly an unintended consequence of a full-employment environment. In this sense, our good fortune relative to some other countries has turned out to be a drawback as well.
While providing workers with a sense of achievement, growth opportunities, genuine recognition, meaningful work and work-life balance are clearly important initiatives, here are three areas that deserve closer attention:
The right employee for the right job. This applies at all levels, from management to front-line employees. For instance, it would be disastrous from the start for a service company to recruit someone with a disdain for serving customers.
Companies have to make an effort to recruit workers with the right aptitude for particular jobs so that they will remain engaged.
A sense of mission. Matters of vision and mission of a company should not be the exclusive domain of its board of directors and management. Sharing these widely and effectively with all levels of employees is a powerful means of getting them engaged in and enthused about their jobs.
Recognising loyalty. Loyalty has become a dirty word in the employment scene in an era when young employees are quick to change jobs and employers are eager to poach talent.
There is a need to restore some balance by recognising that a loyal employee who is proud to fly the company's colours is more valuable in the long run than another who is quick to jump ship at the first opportunity. An employee who has a sense of belonging is likely to be an engaged one.
The phenomenon of disengaged workers should not be dismissed lightly as it can become malignant.
Yeoh Teng Kwong
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