In our last blog, we discussed ways to understand disengaged employees. Here, we talk about what’s missing for our disengaged colleagues and how to re-engage them.
- Disengaged employees often have the talent and skill set to excel, but don’t feel like their voices are being heard. Managers must ask questions so they can find out what the key to employee motivation is and what employees want from their jobs and personal lives.
- We should be actively recognizing good work. It shows that the organization is paying attention and that we value the victories — big and small. Just saying thank-you with sincerity can make someone’s day!
- Team members want to know their purpose, both within a project and within the larger organization. Set goals together. Establish a purpose. Allow for space for that purpose to change and shift as ideas form. Provide something tangible to work towards so a sense of personal pride is paramount.
- Try new working hours, projects and fun
- Make time for flexible working time. Allow for projects that can be “fun” to take some part of the week. Whatever that keeps the team from being “bored” – and allows for creativity. Create a dynamic workplace, so the team is not stuck in the same daily routine day after day.
- Seek customer testimonials
- Share testimonials with your team. Let them know how their work is being of service to others. Motivate disengaged colleagues by allowing them to see the positive impact their work is having.
- Allow for mistakes
- Mistakes happen, every day. Instead of a constant reprimand for a mistake, what if we allowed space for making mistakes and then teaching the team about the lesson learned!
- Share, share & share
- If we want everyone to engage, then we must engage with them. Share everything – the good and the bad. Good news allows for celebration and victory, and bad news means that we are “all in this together” and that bad news isn’t private for only those in the know.
- Leaders must set the tone. Leaders must be engaged themselves! The truth is employees don’t quit jobs, they quit bosses. Same applies for engagement. If an employee feels like their boss cares about them as a person, they are more likely to experiment with new ideas, share information and support colleagues.
Given the damage actively disengaged employees can cause, it is important for organizations to proactively encourage engaged employees. The good news is that preventing employee disengagement is possible. As they say, an ounce of prevention is worth a pound of cure. You can create engaged employees through regular, consistent employee feedback. It’s a small investment that will yield enormous dividends.