Good Morning Gov Employees
If I asked you to describe the person (s) in your office who acts out, complains, performs marginally, causes others to pick up the slack, use leave excessively (particularly, when assignments are due), never feel that the task belongs to them, and on and on, does a particular face come to mind? These are all signs of the disengaged, who are on the road to job dissatisfaction.
Federal Agencies (and some state and local) are mandated to access the level of employee satisfaction (conversely, dissatisfaction) annually and to formulate strategies and plans to achieve higher “satisfaction” from one year to another. Recently, researchers have become more interested in what happens to the percentage of employees who rank among the dissatisfied. Some choose to become RWOL, retired without leaving, some become LWOR, leaving (one group for another) without retirning and others just leave.
I am working on a doctoral study on the factors contributing to job dissatisfaction in the federal workplace. I would love to hear your views on the topic. Do the dissatisfied deserve the same level of attention as agencies place on the satisfied? Is it important for leadership to understand the whole person and address the signs of disengagement? Should agencies care about the attrition and turnover that results from disengagement?
When you took the annual survey in your workplace, how did you rate the organization? Were you overall satisfied or dissatisfied?