A whopping 70% of U.S. employees say they feel either “not engaged” or “actively disengaged” at work, according to a recent survey by the Gallup Organization and reported in the Wall Street Journal. Your work environment is probably filled with employees who feel underutilized and ignored. More than likely, they spend their “free” time surfing Monster.com searching for a job that provides the missing piece of the puzzle because they would rather feel half full than half empty. Whether you are the leader or employee, you have a responsibility to make sure the glass is full!

Leaders: The quality of leadership fills the employee’s glass with opportunity and hope. Grooming and retaining good employees should be the primary focus rather than the bottom line. So, stop worrying about the war for talent in today’s tight job market and concentrate on helping people grow and learn. Disengaged employees have 51% higher turnover rates and have more absenteeism and lower productivity.

Whether top performers or employees that need help, you can make everyone feel valuable by caring about their success.

1. Spend a big chunk of time helping them succeed, so spend less time in your office, and get out amongst ‘em.

2. Make assignments according to people’s strengths which means you have to talk with the employee to define their perceived strengths.

3. Make resources available for job completion. Learn how to delegate.

4. Respect their opinions, suggestions and perspective. Keep an open mind to anything and make time for listening.

5. Clearly, understand their short and long term goals by asking “What are your plans for the future?” You will be amazed what you find out.

6. Push them to advance and help them stand up for themselves. Some accomplished workers are not always their own best advocates.

7. Fill learning gaps by finding out what’s happening to them at work and personally. Look at them as “Half full” instead of “Half empty.”

8. Generation X and Generation Y expect you to provide on going training and outside information. Are you?

9. Establish a learning library and fill it with books, CD’s and DVD’s.

10. Know what truly motivates particular individuals and give appropriate feedback. Focus on serving your people.

You will have more committed employees. If your company is losing talent blame the top executives who grade leaders on the bottom-line rather than how they prepare and retain their stars.

Employees: Whether you are a top performer or need help, you can help your manager, supervisor or leader direct you to the success you want.

1. Spend a big chunk of time planning what you need to succeed, which means you need to find a mentor or hire a coach.

2. Ask for assignments according to your strengths. This means you have to talk with your boss to declare your strengths and find out their perception of it.

3. Ask for the appropriate resources for job completion. Learn how to communicate.

4. Respect your leaders’ opinions, suggestions, and perspective. Keep an open mind to anything and make time for listening.

5. Learn to dig deeper and ask questions. Never say, “They didn’t tell me.” That is a cop out and just an excuse.

6. Define your short and long term goals by sharing your plans for the future with your leader. Don’t wait to be asked.

7. Learn how to be your own champion without being arrogant. Build your self-confidence and maintain a positive outlook.

8. Let your manager know what is happening to you personally and professionally without dragging on and on. Request a quarterly “check in.” Focus on the positive and what you have learned.

9. Invest 2% or more of your gross annual income in your own learning library and fill it with books, CD’s and DVD’s. Don’t wait for your company to “pay your way.” Do it yourself!

10. Know what motivates you. Request feedback from everyone and stay open to criticism. Focus on serving your company.

Be a champion of change and either give or ask for the information you need to feel comfortable. Did you know that employees that have decisions explained to them were more than twice as likely to support those decisions as workers who got less information? Here’s how to do it:

1. Involve them in the decision making process.

2. Explain rationale – employees are two times more likely to buy into the change if they have more information!

3. The more information you can provide the better.

4. Tell them about the rejected alternatives and solutions.

Otherwise, they will be confused and resistant to change. The fact that more information is better may appear to be common sense. In all the needs analysis I have done before I speak to a group the number one reason people feel disengaged is because of lack of information. Fill employees with great information, don’t just try to sell them.

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About the Author: From Corporate Vice President to Outdoor Woman, Marsha Petrie Sue, MBA takes her audiences on an unforgettable and hilarious journey of risk, change and focus. Sign up for Marsha’s free monthly newsletter at www.marshapetriesue.com. Book Marsha for your next keynote, workshop or retreat. Email Marsha or learn more at www.marshapetriesue.com, www.CEOofYOU.com and www.ShoppingforMrRight.com.