Is There a Cost for Being Too Engaged at Work?

By Brian Maynor

 

Cultivating engaged employees has been a trend and ‘buzz phrase’ around offices for the past few years, and while there are measurable benefits like employee wellbeing and retention, recently experts have started exploring its downside, especially when engagement is being taken to extremes.

Most notably, the relationship between engagement and performance has been reexamined to see what happens when colleagues focus more on getting along than getting ahead.  Just like with anything else, moderation is key because ‘too much’ is never a good thing.  Here are some of the most vulnerable areas affected by too much employee engagement:

1.    Halting momentum.  To stay ahead companies, teams and employees need to constantly grow and change, but when you have highly engaged employees who are happy and achieving success this drive for newer and better can be stifled.  The result is the perpetuation of the status quo.

2.    Promoting burn out.  When your work is encouraging and gratifying it’s much easier to get caught up in and neglect other aspects of your life, which inevitably results in burnout.  If long-term retention and health, both of the company and employee, is important then structuring and encouraging downtime and engagement with people and activities outside work is critical.

3.    Favoritism.  No matter how helpful, encouraging or successful the work or workplace, not everyone is going to have the same internal desire for establishing engagement.  Personality plays a big factor in levels of engagement, so the more positive, agreeable and extraverted you are naturally, the more inclined you are to engage at a higher level.  This can be a setback for people who tend to be more introverted, demanding or moody.

4.    Overlooking the power of critical thinking.  Creativity and openness may result from a positive mindset, but that doesn’t mean the focus, attention and drive from critical thinking aren’t equally important.  Negative moods often lead to persistent and target-driven performance that just don’t happen with a content or happy mindset.

While it may sound good or look good on paper to have all happy and engaged employees, having some stress and displeasure is a motivator for change, improved performance and innovation since you want to change.  Just like with life in general, moderation seems to be the key to balanced, continuous success.

Click here or on the images below to learn more about the outfit.

 

 

 

Click here or on the images below to learn more about the outfit.

 

 

 

I am always curious to hear from you and what you see in the workplace. Send your questions, comments and pet peeves to [email protected]. Also find each of these storyboards at http://brianmaynor.polyvore.com with links to purchase each item.

 

About Brian Maynor

Brian Maynor has built a reputation as one of the leading style coaches in the Southeast and is quickly expanding his eponymous company, BRIAN MAYNOR and his FIND, FLATTER & FLAUNT line of image consulting services. A professional with a fresh, upbeat and down-to-earth personality and boundless creative energy, he works frequently with with local celebrities; Fortune 500 companies and nonprofit organizations; modeling agencies; fashion designers; production companies; record labels; media and individuals. A regular contributor to various fashion blogs and online communities, Brian Maynor is one of the most trusted and recognized style experts in the region, utilizing his education and training as a broadcast journalist to serve as a style lecturer, emcee, and commentator for over a decade. He has appeared at fashion shows, expos, and charity fundraisers, as well as events with big brands like Banana Republic, Ann Taylor, Chico’s and Macy’s. His approach is innovative, creative and fashion-forward, balancing fresh, modern styles with classic pieces to keep one’s look grounded. To learn more, visit http://www.brianmaynor.com.