Ever come down with a case of the Mondays?

The Monday blues can get the best of all of us. In fact, one study has pinpointed the exact time—11:17 am—when the Monday mood hits rock bottom.

One of the reasons we dread Mondays is because everything that’s carried over from the previous Friday and everything that’s on deck for the coming week all hit us at once. The pressure’s on. The inbox is full. You’re busy digging out. You need a game plan to get going.

If there was ever a time when you needed focus, creativity and a clear head, this is it. And nothing can interrupt that flow or pull you further off course than yet another meeting.

When it comes to bridging the engagement gap, are your managers part of the problem or part of the solution?

If you weren’t able to attend Ann Herrmann-Nehdi’s recent HRDQ-U webinar, “Developing ‘Thinking Managers’ to Bridge the Engagement Gap,” here’s a taste of what you missed:

• Survey after survey shows that a large portion of the workforce is either only partially engaged or totally disengaged.
• US businesses lose $11 billion annually as a result of employee turnover.
• Managers account for as much as 70% of variance in employee engagement scores.
• Everyone processes information differently based on how they prefer to think, and these preferences affect what will engage them, what will frustrate them, how they prefer to get work done, and what kinds of work will inspire them to give it their all.

The “shocking” to “disturbing” headlines about employee engagement are almost routine these days. Study after study turns up numbers in the range of 70 to 80 percent of the workforce that’s either not fully engaged or actively disengaged at work, costing companies billions in annual turnover.

It’s not that executives aren’t throwing money at the problem. In fact, by some estimates, companies are collectively investing upwards of $1.5 billion a year into trying to turn it around, without much to show for it in return.

But there have been a few positive signs beginning to emerge. Modern Survey’s Fall 2014 Employee Engagement Index showed engagement levels are beginning to inch up, while disengagement is at its lowest point since the study began.

Sounds good, right? Well, keep reading.