As an organization, your people are your most valuable asset. Everyone brings insight, experience, and expertise to their roles that elevate your business, and it is important that your investment in your people reflects their value to prevent complacency.
While complacency can mean trouble, there is a more positive reason that people in your organization are not angling for the next promotion: contentment. Contentment is a positive state of satisfaction and peace with one’s current situation, balanced with an openness to growth and change. That openness to growth and change is a key element of turning complacency into contentment, and our research gave valuable insight into how to shift the thinking and re-engage your workforce.

The Fine Line Between Complacency and Contentment

We found that there is a fine line between complacency and contentment. As in life, there are ebbs and flows to the levels of engagement in one’s job. There are times when people are more invested in their careers than their personal lives, and vice versa.

Not all employees are striving to always climb the corporate ladder, and that is okay. Not everyone seeks to be a manager of people but can provide exceptional value to an organization. The key differences between complacency and contentment are the levels of engagement one has with their position and organization. For example, someone who is content in their position will participate in upskilling opportunities to gain more expertise, take advantage of work/life balance by fueling their personal lives in their time away from work, but being fully engaged while they are present at work.

How to Turn Complacency into Contentment

Our respondents shared valuable insight into the reasons they would consider internal career advancement, even if they are content in their current roles, and these are the top five considerations for investing in their current organization.

1. Promote Work/Life Balance: Promote flexibility and communication.
2. Foster Trust: Get to know each other on a deeper level.
3. Nurture a Positive Organizational Culture: Understand that everyone is different and get to know yourself and others better.
4. Mentorship From Current Leaders: Make time for informational interviews or a mentorship program.
5. Commitment to Purpose: Communicate clearly about how each person’s contributions impact organizational goals.

Leverage these skills can start turning complacency into contentment in your organization. By actively engaging in self-improvement, recognizing accomplishments, and creating opportunities for growth, complacency can be transformed into genuine contentment.

Source: Wiley, Everything DiSC