The Antidote to Disengagement

One Conversation at a Time - Once a Week!

“The conversation is the work.” - Gallup, Culture Shock (2023)

Recently in a conversation I found myself listening to a few old crusty leaders having a crack at “young people these days” - disengaged, distracted, self-indulgent, and certainly not as committed as we were. You know the drill.

Quietly nodding along, I felt quite aligned and, if I’m honest, a little self-righteous… until it hit me. I’m older than all of them.

And worse still, these are the exact thoughts that I catch myself having. Sometimes not just in my head. Occasionally out loud. Yikes.

That moment made me pause.

Because when I think back to my late teens and twenties, I wasn’t exactly the gold standard of engagement. I moved between jobs without loyalty, chasing whatever suited me at the time.

Except for one.

There was one boss who was different. He made time for me and in hindsight, for everyone. Not in a formal or structured way, but in a consistent, human way. He would check in and ask how things were going in life, not just at work. Nothing complicated. Just a regular conversation.

Eventually when I resigned, it felt different. It was awkward and hard, not for him but for me, because I felt like I was letting him down. Not because of the role (I was easily replaceable), but because of him. To this day, I still remember him as one of the best bosses that I’ve ever worked for.

Which makes me question… has disengagement really significantly changed?

Because when you look at more than two decades of global employee engagement research (from Gallup), the numbers have barely shifted. Globally, only around one in four people are engaged at work. In Australia the picture is much the same. Despite all the effort, programs and investment, the experience of work for most people remains largely unchanged.

Gallup’s research shows that engagement is driven less by programs, and more by one simple habit: managers having regular, meaningful one-to-one conversations with their people.

So, perhaps the issue isn’t generational? Perhaps it’s a familiar leadership challenge that we keep trying to solve in new ways?

We build complex programs, launch initiatives and run surveys, yet the experience of work still comes down to something far simpler… the relationship that people have with their direct boss!

The 20–60–20 Reality

Often, I describe it as the 20–60–20 Reality.

Where about 20% are actively disengaged and, if we let them, will consume most of a leader’s time and energy.

Around 60% are not engaged. They are doing their job but are disconnected, and this is where an amazing opportunity sits to transform them.

Then there is the top 20%. Highly engaged, high performing people who quietly get on with it.

But here’s the irony. We tend to leave this cohort alone because they are capable and self-sufficient. Yet, they are often the ones we only truly hear from when they resign!

It’s something that I’ve seen too many times. And it makes me reflect on where we (as leaders), are placing our attention. Because the antidote to disengagement is not another system or strategy. It is connection. Simple, consistent, human connection!

That’s it!

Not a performance discussion. Not a correction. Just a genuine check-in. Because when people feel seen, heard and known, then something shifts.

So, if the numbers have not changed in over 20 years, then maybe it’s time that we focus on one simple but powerful thing…

One conversation. Once a week.

Wishing you a wonderful week of meaningful conversations.

Richard Dore
CEO - Director of Partnerships
Proteus Leadership