• disguy_ovahea@lemmy.world
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    6 months ago

    More like inexperienced middle-management. Discussing the team member’s reasons for disengagement could lead to a solution for them, or even multiple team members. Saying “I have nothing to complain about” proves ineffective leadership looking for cause to terminate.

    • LainTrain@lemmy.dbzer0.com
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      6 months ago

      The only solution I would accept involves guillotines for the rich and the immediate end to the exploitation of the proletariat globally, so I don’t think that’s going to work for most middle managers.

      • disguy_ovahea@lemmy.world
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        6 months ago

        That’s fine. I’m just saying the managers in that headline are the problem, not the employees.

          • disguy_ovahea@lemmy.world
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            6 months ago

            Engagement and morale are measured independently from performance. The blurb states that the employees are meeting minimum expectations of performance, so the manager has “nothing to complain about.” I’m saying that’s bullshit leadership. If your employees are unhappy, you should ask them why and address any work-related dissatisfaction.

            • snooggums@midwest.social
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              6 months ago

              Someone doing their job without going above and beyond is a work related concern?

              That is what we are talking about.

              • disguy_ovahea@lemmy.world
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                6 months ago

                I’m on your side, but you keep missing the point. If you’re in charge of people that need to do a job, and while they are getting the work done, they seem miserable. Wouldn’t you give enough fucks to find out why? Standing there and saying, “well I can’t fire them because they’re doing the work” is the real problem. Not the definition of engagement.

                • snooggums@midwest.social
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                  6 months ago

                  Why do you think someone doing their job and not going above and beyond is likely to mean they are also miserable?

                  I would expect someone who just does the job they signed up for to be happier than someone who thinks they have to go above and beyond.

                  • disguy_ovahea@lemmy.world
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                    6 months ago

                    It doesn’t matter if they’re meeting or exceeding expectations. Performance is measured independently of morale and engagement. If you meet expectations, but you’re unhappy at work, a decent leader will ask why and try to make your work life better.

    • rwhitisissle@lemmy.world
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      6 months ago

      Engagement and disengagement are effectively separate forms of labor expected of an employee, though, and they’re virtually never formally codified. If I’m a coder and my job is to write code, don’t expect me to be enthused about writing terrible medical billing software. Enthusiasm and engagement are emotional labor, which I’m not compensated for, and which, to some extent, you can’t realistically expect me to demonstrate. I’m not able to “be engaged” beyond performing my tasks and whatever technical or administrative duties I’ve been assigned. Expecting me to contribute in a way orthogonal to that requires my job to be fundamentally different from what it actually is.

      • disguy_ovahea@lemmy.world
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        6 months ago

        That’s fine if that’s how you like to work. All I’m saying is if an employee is silently quitting by doing the same work but shows less engagement/low morale, the solution isn’t for the manager isn’t to shrug their shoulders because you can’t fire them. That implies the manager’s goal is to terminate due to low performance, which is really shitty leadership.