Lack of employee engagement
by Mario H. Noronha
Topic of this content: Impact of lack of employee engagement on cultural misalignment
Who might be interested in reading: professionals and organizations
In the fourth – and final – text of this month, we will address the lack of employee engagement, one of the factors that can contribute to cultural misalignment in an organization.
It is important to note that low levels of employee engagement and satisfaction may be a symptom of cultural misalignment, as employees may feel disconnected from the organization's values or identify a lack of alignment between these values and concrete actions that are undertaken in their daily lives in a professional environment.
A very significant consequence of this cultural misalignment is the increase in employee turnover, given that the most talented individuals are more likely to leave an environment where they feel undervalued or misunderstood, which leads to an increase in recruitment and training costs for the organization.
"When people are financially invested, they want a return. When people are emotionally invested, they want to contribute." - Simon Sinek
One possible solution is to evaluate and define the desired culture, starting by conducting an assessment of the current organizational culture, in order to understand its fundamental values, beliefs and behaviors.
Next, we must clearly define the desired culture, ensuring that it is aligned with the organization's vision, mission and strategic goals.
One of the obstacles to implementing this alignment lies in the existence of a diverse workforce.
Although greater diversity in the workforce brings many benefits, it can also present additional challenges for aligning different values, beliefs and practices in an organizational culture that is intended to be as cohesive as possible.
With clarity regarding an organization's vision, mission and goals, the implementation of a cohesive culture aligned with these structural and guiding elements contributes to teamwork and superior collaboration, since employees share common goals and values.
This virtuous combination of factors leads to better problem-solving, increased innovation and efficiency, as teams work together more effectively, creating better results that, in turn, generate systemic trust and reinforce the goals and values that the organization advocates.
Next month, we will start a series of articles under a new theme.
Author's note: this text expresses a personal perspective framed within some parameters, it is not a scientific article, of a medical, prescriptive or binding nature. It is also important to note that it was not intended to be an exhaustive analysis, in the future there will be new texts that will address other ways of looking at these same topics.
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