If engaged employees increase the company’s sales and profit, drive revenue, and create a positive interaction with their customers, disengaged employees do the exact opposite. A disengaged employee may perform poorly, spread negativity within your organization, or just do the bare minimum without a hint of enthusiasm. Thus, it is crucial to quickly spot disengaged employees and develop strategies that can help them get their enthusiasm back.
In addition, employees become disengaged because of several factors and are often under their respective managers’ control. Companies must invest in employee engagement efforts to avoid financial and competitive drain, influence productivity and creativity, and further improve their value.
In this blog, we will give you a run-through on how to spot disengaged employees early and how you can patch these issues. This will provide you with the knowledge on how you should act if this difficult challenge occurs with your organization.
What are the signs of a disengaged employee?
Customers are not satisfied with employees
Monitoring what your customers have to say about your products and services is truly helpful. This is because you can keep an eye on how your customers respond to your offerings and send feedback about your employees’ performance. And when they give a low rating to particular employees who usually perform well, it may be time for you to step up because it is a sign of faltering engagement.
However, it would be fair if you consider that your customers have different standards and preferences, so your employees may just find it hard to meet them. So, it would be best if you try to reach out to your employees, discuss with them, ask what factors are blocking them from reaching their customers’ expectations, and create a strategy that would best help them.
Employees don’t talk to managers
Often, employees do not trust their managers for personal reasons, making it hard for them to communicate if they are experiencing specific issues or have insightful ideas. One of the most effective ways to identify a disengaged employee is when they barely interact with the management, and if they do, they are uneasy and lack rapport.
In addition, you should also be concerned if your employees rely more on gossip than official announcements. This means that you are not engaging with them enough, which is a considerable hindrance in expressing their problems and helping them solve their issues.
Managers don’t acknowledge team members
As a manager, it is vital that you check up on your team members from time to time and praise them for their efforts and accomplishments. Bear in mind that by acknowledging and valuing the things they do, your team members become more motivated and driven to keep up the excellent work.
Consistent employee complaints
Do your team members often complain about not being happy with their work and not seeing the meaning of what they are doing? Do they usually file complaints about their colleagues, supervisors, or their work environment? As a manager, you should quickly take action and investigate the cause of their disengagement. That way, you get to show them that you care about what bothers them.
Quality of work is low
As mentioned above, disengaged employees usually perform poorly and show no enthusiasm about their work. As a result, they no longer care about producing maximum quality work and meeting the expectations you set for them. This is alarming and a red flag for managers. It is a signal for low engagement.
It is essential that you always keep track of employee performance since bad results can have various causes. Seeing a low quality of work from your team members can mean that they lack interest, motivation or are stressed over certain things. You can try to address this issue with them and talk about what you can do to help them overcome what is bothering them.
How to patch employee disengagement?
Create a comprehensive career path for your employees
You can help your employees map out their careers and offer them career development training. That way, you can enhance their motivation and help them set their career objectives. May it be receiving bonuses, commissions, moving up in the career ladder, or mastering new skills. Doing this will also increase your engagement with them as your cultures and visions align.
Hold daily or weekly meetings for all departments or positions
One way to increase your engagement with your team members is by holding daily or weekly meetings for all departments or functions. You can use this opportunity to talk about their goals as a group and as individuals. Not only that, but you can also grab this chance to ask them if any roadblocks prevent them from achieving their goals.
Then, you can discuss and share ideas about how individuals and groups can overcome the things that are blocking them. This will allow them to build rapport, and they will also become more efficient when working as a group.
Provide a platform for transparent conversations
In some cases, the company’s workforce is working remotely, making it hard to engage and communicate with one another. By using collaboration software, you no longer have to worry about accomplishing your daily tasks. On top of that, there are a few employee collaboration software that allows you to create fun virtual, collaborative workspaces. You can also enjoy gamification, leaderboards, and achievements to improve employee collaboration.
Empower managers and employees
Both managers and employees should work together to come up with solutions and see positive results. That way, you can patch disengagement and build a relationship between managers and their employees.
Act on insights and results
It will help your team members if you conduct surveys about what causes the disengagement of your employees. Then, you should act on insights and results and give them the necessary feedback.
Run annual employee management surveys
Conducting annual engagement surveys annually or every two years will allow you to show your employees’ commitment. It is necessary to ask them how they feel about the particular processes you have within your organization. At the same time, you can also gain insights from their feedback or opinion. This will make them feel valued and listened to.
Having disengaged employees is a risk for your organization because the people who work for you are your greatest assets. You can start taking care of their well-being by listening to them, making them feel valued, and acknowledging the things they have been up to. Building a solid manager-employee relationship is the most crucial thing to achieve this.