Telling your boss that you’re not engaged at work is uncomfortable, but necessary.
show there is a common “honeymoon effect” for engagement, where most people are quite excited about their jobs during the first year, only to disengage later on. Competent managers will try to understand what makes each employee tick and what turns them off in order to develop their role in a way that makes sense and provides meaning. And when meaning isn’t enough, there are always traditional incentives — including financial rewards, recognition, promotion, and flexibility.
To be clear, none of these approaches is guaranteed to work, for a few reasons. First, managers may dismiss them or blame employees for their own problems. Second, even when managers are interested in helping, they may be unable to; some jobs are hard to sell, alternative options may be limited, and the wider organizational context may be toxic or problematic.
If you think your manager may have a negative reaction or may be unwilling or unable to help, don’t go into this conversation without a Plan B in place, whether that’s a job offer already in hand or the understanding that you may need to move on. While people are rarely fired for being disengaged , raising this issue could harm your reputation with your manager. But the risks of staying in a job where you’re disengaged could ultimately be even worse.
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