나에게 적합한 리더 유형은? 3가지 비즈니스 리더십 유형 - Salesforce
1939년, Kurt Lewin은 비즈니스 리더십 유형을 권위적 리더십, 민주적 리더십, 자유방임적 리더십 등의 세 가지 유형으로 규정했습니다. 물론, 각 ...
연간 약 4,500억~5,500억 달러
단점은 생산성을 유지할 수 있는 강력한 리더십이 없는 경우 생산성이 저하될 수 있다는 점입니다. 이로 인해 마감 기한을 지키지 못하고, 절차에서 누락이 발생하고, 업무 품질이 저하될 수 있습니다. 각 팀원이 각자 나름대로 목표를 추구하면 팀 단결이 어려워질 수 있습니다. 멀게 느껴지고 겉보기에 관심이 없어 보이는 리더로 인해 어떤 사람들은 업무에 대한 흥미를 잃게 될 수 있습니다. 이로 인해 조직에 상당한 손실이 발생할 수 있습니다. 무관심한 직원은 미국 기업에 <anchor>연간 약 4,500억~5,500억 달러</anchor> 의 비용을 초래할 수 있습니다.
Calculating the Cost of Employee Disengagement
Calculating the Cost of Employee Disengagement

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# Calculating the Cost of Employee Disengagement

Learn how employee disengagement could be impacting your company, and how a employee engagement survey or Voice of the Employee program could help.

![Bored people in business attire](https://www.peoplemetrics.com/hubfs/5903%20-%20opt.jpg)

[![Sean McDade, PhD](https://www.peoplemetrics.com/hubfs/Sean_McDade_Headshot--Photographer-Madeline_Good-SQUARE.jpg)\
**Sean McDade, PhD**](https://www.peoplemetrics.com/ex-blog/author/sean-mcdade-phd)

Founder & CEO, PeopleMetrics

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**This article delineates** three ways that employee disengagement costs companies money, and offers suggestions on how [Voice of the Employee programs](/solutions/employee-experience) can help business leaders to re-engage their people.

## 1\. Direct Cost to Employers

[Gallup](https://www.gallup.com/workplace/) has estimated that employee disengagement costs the overall US economy as much as $350 billion every year. That’s a staggering number, but it’s hard to get motivated to tackle such an endemic problem. Instead, think about what each company loses per year: **at least $2,246 per disengaged employee.**

The specific expenses contributing to those numbers vary by company, but a few costs generally associated with employee disengagement include:

- Disengaged employees take more sick days and are tardy more often.

- Disengaged employees undermine the excellent work their more engaged colleagues accomplish. Constant complaining is a common characteristic of disengaged employees.

- The decreased productivity of each disengaged employee costs each employer $3,400 to $10,000 in salary, according to [Gallup research](https://books.google.com/books?id=yP3IeRwetIgC&printsec=frontcover&dq=Follow+this+Path:+How+the+World%E2%80%99s+Greatest+Organizations+Drive+Growth+by+Unleashing+Human+Potential%E2%80%9D,&hl=en&ei=g4_mTcf0AYSosQPHmK2OBw&sa=X&oi=book_result&ct=result&resnum=#v=onepage&q=Follow%20this%20Path%3A%20How%20the%20World%E2%80%99s%20Greatest%20Organizations%20Drive%20Growth%20by%20Unleashing%20Human%20Potential%E2%80%9D%2C&f=false).

- Missed deadlines and poor sales results are common characteristics of disengaged employees.

- Customer complaints often rise with employee disengagement. [Disengaged employees create disengaged customers](/blog/how-disengaged-employees-create-disengaged-customers) because frustrated workers can’t help but pass on their cynicism and negativity.

## 2\. Low Employee Engagement and Low Company Performance

Employee disengagement definitely contributes to inadequate company performance. Dozens of linkage studies have compared companies’ employee engagement rates and business performance levels.

Our own research has demonstrated that:

- Highly profitable companies have 50% more engaged employees versus unprofitable companies.

- Teams with high levels of engagement sell over 20% more than teams with low engagement.


**Bottom line: disengaged employees drag down overall company performance.**

## 3\. Turnover Costs to Train New Employees

As employee disengagement grows, so does the risk of talent loss. [Gartner](https://www.gartner.com/en) research has found a 13% increase in the number of high-potential employees desiring to leave their current companies.

Another metric to calculate a portion of the cost of employee disengagement in your organization is to consider how many of your talented employees left in the last year. How much did you spend on training those employees? And how much will you spend to train new employees?

Conducting an [Employee Engagement survey](/solutions/employee-experience) is a good way to begin evaluating engagement levels in your ranks, but it's not enough. In fact, many employee engagement surveys end up stranded on some executive's desk.

Gathering data is challenging enough on its own-- actually taking effective action on employee engagement survey results is nearly impossible, unless you partner with a professional Voice of the Employee provider. [Voice of the Employee programs](/solutions/employee-experience) include employee engagement surveys, but the best ones offer much more.

Look for a Voice of the Employee program that prioritizes actions managers can take to boost engagement. You'll also want an online dashboard tool to track engagement and evaluate improvement.

**Conclusion**

With a [Voice of the Employee program](/solutions/employee-experience) in place, you'll have a better understanding of what elements have the greatest impact on improving their overall work experience, and as result, their performance.

Once your employees are engaged, they will pass on their excitement to the customer in the form of extraordinary [customer experiences](/blog). And you won't have to lose any more sleep over how much your company is losing as a result of disengaged employees.

## Want to learn more? Check out these related posts!

- [**INFOGRAPHIC \| Employee Experience in a COVID-19 World**](/ex-blog/infographic-employee-experience-in-a-covid-19-world)

- **[How to Communicate Your Way to a Better Customer Experience](/blog/how-to-communicate-your-way-to-a-better-customer-experience)**
- **[Getting Employees to Care: Employee Engagement and Culture](/blog/getting-employees-to-care-employee-engagement-and-culture)**
- **[Four Signs It’s Time to Get With the Customer Experience Program](/blog/four-signs-its-time-to-get-with-the-customer-experience-program)**

**Launch your Employee Experience program today.**

**Contact PeopleMetrics:**

**_A_** **_bout the Author_**

_[Sean McDade, PhD](https://www.linkedin.com/in/sean-mcdade-791460/) is the author of [Listen or Die: 40 Lessons That Turn Customer Feedback Into Gold](https://www.peoplemetrics.com/listen-or-die). He founded PeopleMetrics in 2001 and is the architect of the company’s customer experience management (CEM) software platform. As CEO, he guides the company’s vision and strategy. Sean has over 20 years of experience helping companies measure and improve the customer experience. Earlier in his career, he spent five years at the Gallup Organization, where he was the practice leader of their consulting division. His company offers CEM software with advanced machine learning solutions and hands-on analytical support to help companies make sense of their CX data. Sean holds a Ph.D. in Business Administration with a specialization in marketing science from Temple University in Philadelphia. He has published eight articles in peer-reviewed scholarly journals and has taught over 25 marketing classes. Sean was named a 40 under 40 award recipient of the Philadelphia region. He is an active Angel Investor, including investments in Tender Greens, CloudMine and Sidecar._

Topic: [Employee Experience](/solutions/employee-experience)

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