5 Steps On How To Crack The Code Of Employee Disengagement

Employee engagement in an organization has many definitions, and it can take many forms as well as having many measures. Employees are emotional, and they tend to be attached to their jobs. When employees are engaged, they work with passion, and they have a profound connection to their company. Some of the characteristics measured using the Predictive Index, include being highly motivated, positivity towards managers and colleagues, and reliability among others. Disengaged employees, on the other hand, have no morale for their jobs. They show up to work late, and they leave early. They look forward to the end up of the day, and they are not productive at work. Here is how you can crack the code of employee disengagement.

1. Check Where You Have Manager Issues

No one likes being a poor manager but sometimes it happens due to several reasons. When it comes to employee disengagement, identify where the problem exists. Identify issues that deal with management and then address the problems. Some of the questions could be lack of involvement with your team, inadequate accountability and poor working relationships among others.

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2. Communicate With Your Employees

Sometimes, disengagement is caused by the relationship between the employees and senior leaders. Employees are always keen to know how the company is doing and where it is headed to. The performance of the organization is vital to the employees because they need to be assured of security. As a manager, communicate with them because they will be 38% more engaged if they understand what is happening and this can be achieved through excellent communication.

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3. Recognize and Respect Your Employees

Wages are not enough to show the employees that they are valued. They need to be recognized and treated with respect. Studies show that emotional factors increase employee engagement much more than objective factors. You should, therefore, find out which emotional factors drive your employees by conducting a survey. Keep in mind that employees are different and they all have different triggering factors. Taking your time to understand them will be a worthwhile investment.

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4. Measure the Progress and Reassess

You should assess the engagement survey and measure the level of success it has achieved.  It is recommended that you do this at least every 12 months. This gives you enough time to plan and implement the plans. There is also room to make changes accordingly.

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5. Offer Incentives

Sometimes, all employees require is an incentive to be engaged. For instance, you can pay them every time they work overtime so that they do not feel overworked or overwhelmed. You can also introduce awards that will be given to the most hardworking employees, and this will give them the morale to work harder and smarter.

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