Why Are 70% Of Employees Disengaged, And What Can You Do About It?

Loss Mitigation |
Written by Dell Dorn

by Larry Myler, Forbes


According to the late comedian George Carlin, “Most people work just hard enough not to get fired and get paid just enough money not to quit.” I have shared this statement with thousands of employees in many different companies and industries in the course of my organizational development efforts, and most people agree with George. This unfortunate blend of human nature and corporate finance is perhaps the greatest impediment to gaining the much-sought-after prize of employee engagement. As long as the default positions of the workforce and the company result in value minimization (i.e., giving the smallest amount possible in order to get what they need), enterprises that must create value in order to grow are doomed to repeat Gallup’s poll numbers year after year. Thus, discretionary effort in the workforce continues to be untapped, and what could be a game-changing amount of customer value remains uncreated.



How do we fix this problem?

Carlin’s conundrum focuses squarely on two things: 1) hard work from the employee; and, 2) money from the employer. As long as we continue to concentrate on these two factors we will not be able to solve this difficult problem. Instead, we need to raise our sights above the rudimentary aspects of the employee/employer relationship, and look at what each party needs on a higher level.

The employee  While a paycheck is important, even more engaging rewards include human connection, peer recognition, self-expression, a stimulating career path, personal growth, sense of community, and other intrinsic incentives.

The company – It is critical that workers satisfactorily meet the demands of their respective job descriptions for the company to survive; however, an organization can only thrive when its people also offer their creativity, optimistic attitudes, belief in the mission, business innovations, and other higher contributions.

To improve this situation, someone (either the employee or management) has to make the first move. If you run a company, look at the list of things that are deeply important to your employees, and find ways to engage them through those means. If you are an employee, get a better understanding of what the company needs from you in the way of higher value, and start playing a more meaningful role. Whether a manager or worker, when you make the first move the other party will be much more likely to reciprocate, enabling both of you to once and for all prove George wrong.


DORN increases employee productivity and engagement, while reducing employers’ workers’ compensation claims and costs. Employees feel that their employers care about them by offering the DORN Pain-Free™ program, thus improving their morale and engagement. DORN delivers onsite pain prevention intervention programs to achieve these results for employers nationwide.

An independent study demonstrated that employee pain plays a significant role impacting productivity and the ability of employees to perform work related tasks. The study provided evidence that the DORN Pain-Free programs are effective in mitigating the costs of lost productivity through early intervention and treatment of employee injury and pain. The results: a 234% Return on Investment for gains in employee productivity.

When evidence-based practices are implemented, all stakeholders benefit. DORN resolves the workers’ painful muscular condition expediently and effectively, returning them to work faster, and arming them with proven tools to reduce future recurrence of their condition. Contact us to learn more about our win-win engagement for employees and employers.


This article was originally published by Forbes. You can see the original article here:

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About the Author

Dell Dorn

Dell Dorn is the founder of DORN Companies. He started DORN in 1998 to help employers save money on workers' compensation claims and reduce OSHA recordables. Today, DORN customers realize the immense cost of employee pain and the enormous impact our service has on employee morale and their bottom line.
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