Expensive Employees And High Salary

I remember the worst person I ever worked alongside.
She was, shall we say, unreliable.
Smart, experienced and “essential” – but incapable of finishing any work.
She was an older woman who lived up to a few negative stereotypes.
A few years from retirement.
In her mind, she was already out of there.
I’ve worked with dead weights before. Who hasn’t, right? But at least they tend to be harmless. Keep an eye on them, don’t give them any real work…
But no, this superstar was given critical projects.
Projects that needed completing urgently.
Needless to say, she kept us waiting, choosing to spend her days reading the news and chatting on the phone with friends.
No one challenged this behaviour. She was an expert – too important to lose. The managers bent over backwards to please her – including draining our budget by flying her across the country to her home town, to attend training she could have gotten down the road.
In an ending that surprises no one, she suddenly decided to retire early. She left, we divided up her work and scrambled to finish what needed finishing.
It turns out she wasn’t irreplaceable.
In fact, productivity rose without her.
She didn’t offer nothing in exchange for her salary. No, her contributions to the organisation were negative. In exchange for money, she subtly and accidentally sabotaged the team around her.
Now, it could have been worse.
She wasn’t violent.
Nary a speck of illicit drugs entered her veins.
She didn’t steal or deliberately sabotage anything.
She wasn’t malicious – and yet, sabotage she did.
This is the danger of the disengaged employee. On paper, they seem like team players. They take on ambitious, essential projects… and appear to work towards them.
It can take a little while for their colleagues to spot them for what they are.
And managers can take even longer.
If the disengaged employee is savvy enough, they can avoid blame and detection for years, before scoring a job elsewhere and sewing mischief there.
Sometimes things become clearer once they leave, morale and productivity shoots up, and other people get their eyes on their “work”.
Employee disengagement is expensive.
It costs you more than your IP, your office or your fancy work parties.
And the more innovative and agile you want your staff to be, the more disengagement costs you.
Fear employee disengagement. Work hard to head it off before it infests your company. Because you know what? It’s contagious. High performers will hang their shingles with your rivals. Those who stay will see no one cares about hard work, so why should they bother?
Without a plan, vigilance and clever work on your part, disengagement will fester. Don’t let it.

The best way to enhance your organisation is with the ultimate advantage: trust.
But how do you measure something like that, let alone improve it?
Especially if your workforce is stretched thin, cynical and burned out on change?
There are simple, effective and proven strategies you can begin implementing today. I know you can unlock the creativity, productivity and joy of your employees.
Learn how today with my free white paper and all the resources you need to launch your own trust-based change initiative:
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