Are your employees healthy or hungry?
The sad dilemma we face, is that most employers do not care about the wellbeing of their employees.
Yes, many employers provide benefit packages, personal time off, and other benefits. But, the reality is that most ignore their employees well-being.
When is the last time the employee was asked about their well-being versus being talked to about their performance whether bad or good! This idea of hungry does not have to be directed toward lack, depravity, or unfair pay. It could also be an indication as to whether or not the employee is engaged, is enthusiastic in their role, and is taking initiative to present new ideas or assist with building the team.
Sometimes hunger is an indication that the employee is not longer being intellectually challenged and has somewhat lost their zeal to contribute, to grow, or advance in their current role or with the company. There could be many reasons why an employee is not in a healthy state. The environment could be a stifling environment where there is a lack of appreciation, whereas the only focus is on task, production, and results.
A lack of hungry could be the result of poor leadership, whereas the manager is only occupying a desk, and does not partner with the employee in developing. Sometimes the worker is in a role that does not fit their skill set, and because it is not a good fit they are underperforming. It definitely difficult to perform well in a life-sucking, leaching role, that suppresses the need to express creative or innovative change; that will benefit both the employee and the company.
Employers face a hard dilemma in trying to fill roles, manage tasks, grow revenue, and develop their employees. Employees face the hard dilemma of balancing the responsibilities of life, family, and performing in a role or career that may not complement their education and skill set.
The question can not be easily answered, but it is one that needs to be given consideration and looked at from multiple angles.
The truth is, companies do themselves and their employees a disservice when they ignore the importance of their employees wellbeing; and employees do themselves a disservice when the accept roles and positions that do not complement their skill set or education without some plan of mobilization.