Employees often need to adapt, make critical decisions, or potentially face new challenges in response to such events, significantly affecting their job security, job satisfaction, and overall well-being.
For example, when new employees join a new organisation, they often come with expectations and anticipations.
These expectations can encompass a wide range of factors, such as job roles and responsibilities, workplace culture, compensation and benefits, opportunities for growth and development, work-life balance, and the overall experience within the organisation.
New employees typically expect clear communication about their job roles and responsibilities, a welcoming and inclusive workplace environment, fair and competitive compensation, opportunities for skill development and career advancement, and a healthy work-life balance.
On the other hand, organisations have their expectations when hiring new employees.
They anticipate that new hires will contribute effectively to the organisation’s goals and mission, follow business policies and procedures, work well with colleagues and teams, adapt to its culture, and demonstrate a commitment to success.
They also expect new employees to be proactive in their roles, show dedication and enthusiasm, and continuously seek ways to improve their skills and contribute positively to the workplace.
The alignment of these expectations from the new employees and the organisation is crucial for a successful and productive employment relationship.
What happens when expectations are not matched or fulfilled?
There is misalignment.
According to the Gallup State of the Global Workplace 2023 Report, only 23% of employees are engaged.
However, 59% of employees are referred to as “quiet quitters”, or what I call disengaged.
These employees are filling a seat and watching the clock. They put in the minimum effort required and are psychologically disconnected from their employer. Although minimally productive, they are more likely to be stressed and burnt out than engaged workers because they feel lost and disconnected from their workplace. They are also likelier to make mistakes and not follow cybersecurity corporate policies.
A very worrying sign is that 18% of employees are called “loud quitters” or highly disengaged.
These employees take actions that directly harm the organisation, undercutting its goals and opposing its leaders. At some point, the trust between employee and employer was severely broken. Or the employee has been woefully mismatched to a role, causing constant crises.
Let’s take a further step backward to try and understand why humans behave the way they do by understanding their disposition.
Refers to an individual’s inherent characteristics and traits that influence their behaviour, attitudes, and interactions with colleagues and the work environment. It includes aspects such as their temperament, personality traits, values, and emotional tendencies, which collectively shape their approach to work, teamwork, and decision-making within the organisation.
For example, individuals with low self-esteem or poor emotional regulation may be more prone to lash out vengefully when they feel wronged. Here are some examples of personal disposition found in insider cases:
- Conflict with fellow workers
- Bullying and intimidation of co-workers
- Serious personality conflicts
- Unprofessional behaviour
- Inability to conform to rules
- Difficulties controlling anger