Make it Personal, HR

We have a moral and ethical obligation to empower people to live and work to their full potential.

HR at its best works hard to live up that obligation.

People spend a third of their life at work. They give us their best years. They walk into our organizations hopeful that they can work and live, not one or the other, and that all the time and energy they pour into it will add up to something worthwhile.

And in return, we ask them to perform the tasks that keep our organizations running.

It’s a tradeoff that isn’t working.

Here are some depressing numbers from Gallup:

  • 70% of US workers are not engaged.
  • 51% are not engaged, and 16% are actively disengaged
  • 51% of employees are searching for new jobs or watching for openings


  • Only 1 out of 5 employees feel their performance is managed in a motivating way
  • Only 3 in 10 employees strongly agree that their opinions count at work
  • Only 50% of employees clearly know what is expected of them every day

And finally…

  • Just 4 in 10 employees say they have the opportunity to do what they do best.

This isn’t new.

This isn’t emerging data, or applicable to only a small segment of the population. This is well researched, validated, and consistent over many years. Odds are pretty good these data points can be assumed in your organization, your department, and your team.

If you’re reading this at work, STOP and look around. 

Who is quietly struggling? Who isn’t being managed to their potential? Who doesn’t feel that their opinions count? Who doesn’t know what is expected of them every day? Who is desperate to have a shot at doing what they do best?

Make it personal. Make it worth the effort; it’s about people and the lives they lead.

Embrace it. It’s why we do what we do.

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