Employee engagement, or lack thereof, is becoming a major concern within the workforce. A 2022 Gallup survey of over 60,000 people found that only 32% of employees are engaged with their work, compared to 36% in 2020. Employees divulging their “active disengagement,” is an impending challenge and is often associated with an employee feeling undervalued or underappreciated. Disengagement does not happen overnight and employers (should they see fit) should expect to take stride in regaining the reignition of their employees.

Knowing the signs of poor employee engagement is the first step in addressing and correcting the issue. Think – Quiet Quitting. Bear in mind, an employee who is not engaged is likely not seeking alternate employment. Think of it this way – you’re in a relationship feeling unsatisfied, but you’re not out actively looking for another relationship to take its place.

Here are some common signs to notice if you feel your employee(s) is disengaged:

Decrease in productivity

Rise in absenteeism

Secluding themselves from the team (i.e., small talk, team bonding activities)

Increased negative attitude

Breaking away from routine

 

A person could become disengaged for various reasons. To begin, they likely feel the work they do is not valued. Whether it be due to a lack of acknowledgment or over-acknowledgment/appreciation shown elsewhere, they want to feel like a valuable cog in the machine. Ultimately you should feel value from each of your employees, and if you don’t your concerns should be addressed accordingly. Is it you or is it them? Additionally, a lack of feedback (either negative or positive) can also contribute to disengagement. You don’t always need to pat someone on the back for them to feel recognized (though it doesn’t hurt). Finally, a lack of career advancement will very likely contribute to a lack of engagement. It’s just as much your job as the employer to offer your employees a path for advancement as it is theirs to pave it.

Employee engagement is certainly reconcilable and does not need to result in resignation or termination. Some ideas are as follows:

Recognition – Offering a simple “thank you for your hard work” or “great job on that project” will pay off tremendously. Something that takes 1 minute of your day can motivate your employee for 1 week.

Honor their contribution – Your employee is likely giving their full efforts to the task at hand. If you are constantly interrupting them to help you with YOUR work, it will likely make them feel that what they do is invaluable (or at least not as valuable as your job).

Be cognizant of workload – If they have too much their more likely to feel defeated and burned out. If they don’t have enough, they won’t feel challenged and will likely become disengaged rapidly.

Offering feedback – Ensure feedback is consistent and anonymous. Employees are more likely to share what’s on their minds if they can speak freely. Feedback is crucial to improving employee retention and engagement.

Employee engagement is rapidly declining and should be addressed sooner rather than later. If you feel it’s an impending issue, know that all circumstances cannot be solved or accommodated and you might find that parting ways would best suit your business.

 

If you are in a job search or a search for qualified candidates, please contact us at (518) 275-4816.

 

 

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