What happens… when your employees are disengaged?

Employee engagement can often be considered the ‘Holy Grail’ for employers. After all, who wouldn’t want their workforce to be highly motivated, more productive and united towards achieving the organisation’s goals?

What’s more, engaged employees act as ambassadors for their employer. They’ll speak positively about the company, and provide excellent customer service because of the fact that they care.

But what about those employees who are not engaged? How do you know if there is an underlying problem with disengagement within your business?

Some will be easy to spot – they’ll be the actively disruptive, argumentative individuals who’ll be looking to leave at the first opportunity.

Others may be harder to identify though, and just blend into the crowd. Here are some tell-tale signs shown by employees who are not engaged, but with a little encouragement, could be:

They go it alone – A disengaged employee is far more likely to want to work alone, withdrawing from their team or colleagues. They’re also unlikely to attend social events and may eat lunch by themselves too.

Lack of quality – Where work was once completed to a high standard or customers helped enthusiastically, a disengaged employee will show rapidly declining quality in their work. They’ll stop doing their best, and accept “good enough”. The reason is because they’ve stopped caring.

No initiative – Engaged employees should have high-level objectives to fulfil, and work towards those objectives how they see fit. A disengaged employee will need telling what to do regularly and choose not to think for themselves.

They go missing – Breaks and holidays are important for keeping employees engaged, as everyone needs to recharge every now and again. However, a disengaged employee will take an increased number of sick days and impromptu holidays. They’ll also spend a lot of time away from their work station, taking extended breaks whenever possible.

Not wanting to learn – Disengaged employees have little interest in the industry they work in, and will be unlikely to share news or marketplace trends. They may also decline any training and have no interest in progressing within their role or the wider company.

If any of these symptoms seem familiar, don’t worry too much. They can be reduced and eliminated through clear goals, regular feedback, opportunities for employees to better themselves, and by giving employees a voice.

Employee engagement isn’t easy to achieve however, and will require managers to be fully committed to listening to employees and acting on the results of an employee engagement survey to see where action needs to be taken.

To learn how to put together an employee engagement survey and get the most out of your workforce, take a look at our free guide – www.deminos.co.uk/how-do-i-increase-engagement-within-the-workforce/

Author David Ralph

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