How to Re-Engage the Disengaged Employees | SightsIn Plus

 

Subject: How to Re-Engage the Disengaged Employees | SightsIn Plus

 

Category: HRM

 

Employee disengagement is catastrophic for business, and its severity is often underestimated. A Gallup study, conducted prior to the pandemic revealed that 69% of employees were ‘actively disengaged’, while 51% were ‘not engaged’. In a subsequent study, these numbers worsened, with 74% being ‘actively disengaged’ and 55% not engaged. These statistics are alarming, especially when considering the costly implications of employee disengagement, both financially and non-financially.

According to another survey, disengaged employees cost businesses between 20 and 25 percent of their revenue each year.  That startling figure should serve as a powerful wake-up call for organizations.

Therefore, it is vital for organizations to acknowledge the problem of disengaged employees, it’s high time to do so. In this write-up, we’ll scan the tell-tale indicators of a disengaged employee and talk about potential solutions to ensure that engaged employees outweigh disengaged ones within the organization.

But the Big Question remains ‘How do we Effectively Identify Disengaged Employees’

Before tackling the issue of disengagement, it is critical to understand the warning signs. We all have probably met & worked with such colleagues. They’re the people who continually moan, lack initiative and passion, have no desire to learn & grow, have poor work ethics, remain silent in the workplace, and are not punctual to work or meetings, are frequently absenteeism, rarely participate in social & engagement activities and display an overall negative attitude. In a nutshell, a disengaged employee has mentally & emotionally checked out. The problem with such negativity is that it spreads. Disengagement has a ripple effect, lowering team morale and resulting in bad performance and productivity.

So, Is Disengagement really that serious?

The short answer is, Yes. The financial consequences of disengagement should not be underestimated. Moreover, in today’s highly competitive economy, disengagement is an area where organizations have the potential to reap huge benefits if it is addressed effectively.

Now, let’s delve into the statistical evidence regarding the economic costs associated with workplace disengagement.

·         Companies with engaged employees enjoy a 10% rise in Customer Satisfaction

·         Companies with engaged employees have a 25% higher profitability compared to those with low engagement rates.

·         Engaged employees have 86% lower risk of leaving an organisation than their disengaged colleagues.

Even though you have identified the disengaged employees but next big question arises ‘How Do We Effectively Re-engage the Disengaged’

The first and foremost point is that we can’t have ‘One Size fits All’ model. The reasons behind employee disengagement are complex and diverse requiring a range of management approaches. Moreover, there are unlikely to be any quick-win solutions. Re-engagement will necessitate a substantial investment of time from the organization and an ongoing process of refinement.

So, what concrete steps organisations can take to effectively re-engage the disengaged?

Engage in Conversation, but Avoid Small Talk, yet Show Concern

“One disengaged worker can affect the morale of the entire team. As they say, “Nip it in the bud. Don’t let it fester.” Speak with the person you suspect of being disengaged in private, assuring privacy. Avoid small talk as it can be a means of avoiding a direct confrontation of the problem.

Show your concern, but avoid making assumptions. It’s possible that they may be experiencing a temporary setback. Still, ask them if everything is well and give them the opportunity to openly express their views and feelings.

Personalize your Actions to Reinvigorate

Take tailored actions to meet individual needs (whether it’s Compensation, Career, Work Life Balance, Recognition, or Feedback) as soon as you discover any signs of disengagement. Recognize that each employee is unique, and their needs may change over time.

Avoid using a cookie-cutter, ‘not everyone fits the mold’ method. By doing so, you can create a more meaningful impact and foster a sense of individualized support for each employee.

Boosting Positive Work Culture

Numerous studies show that work culture has the power to impact business outcomes and is key to improving organizational metrics. Employees expected more authenticity and transparency, a stronger sense of purpose and meaning, better schedule flexibility, more professional development opportunities, and a genuine commitment to diversity, inclusion, and well-being.

A positive culture fosters an environment where employees feel valued, motivated, and connected, ultimately reigniting their passion and commitment toward their work and the organization.

Let Employees Learn and Grow

Around 33% of job searchers see professional growth and development as the most important motivation to change jobs. If they don’t get it, they are likely to leave.

When employees see chances for personal and professional growth, it enhances their confidence, job satisfaction, and commitment, resulting in higher engagement and productivity.

 

Frequent Pulse Survey

Make sure your employees feel heard and give them the attention and support they deserve. Sending out anonymous surveys is an excellent initial step.

However, to solve the problem, first identify the exact problem. For that, you must decide what specific questions to include in the pulse survey to get the right responses and craft interventions to re-engage employees.

Conclusion

With 87% of the workforce comprised of disengaged employees, encountering them is inevitable in one’s career. Organizations have generally ignored the impact disengaged employees have on team morale and finances. However, it is becoming clear that organizations can no longer ignore this issue.

 Motivating disengaged employees can be challenging as ‘One-Size-Fits-All’ won’t work. To address this issue, understand the core issues, support employees in finding purpose in their work, build personal connections, align their work with the organization’s mission, and provide continual feedback.

Employee engagement is a continuous process, whether employees work remotely or in an office. If you cultivate the skills to channel their lack of motivation into a productive force the organizations are more likely to succeed.