March 15, 2018
Disengaged Employees: How To Fix The Problem
Every manager dreams of being able to bring the best out in their employees. Yet, achieving true engagement, productivity, and efficiency from top-tier talent can be easier said than done. Managers are almost constantly dealing with chronic problems of under-performance in their business, caused by an unacceptably high number of staff feeling underwhelmed and disengaged at work.
If hires feel uninterested and emotionally disconnected from the companies they work for, then they’re less likely to give business efforts their all. The good news is that there are ways for management to bring employees out of their shell and encourage them to accomplish more on the job. Leading by example and pushing for greater dedication from workers is a step-by-step process that can be much easier than it seems.
Employees Want Leaders to Care
One of the easiest managers can fix the issue of disengagement at work, is to show their staff that they care about their development and careers. Studies indicate that the most high-performing companies are the ones that routinely motivate people by emphasizing opportunities for career development. Managers may focus primarily on their own career progression – but they can pay attention to employees too.
Showing genuine interest into the needs and expectations of employees is a great way for leaders to create relationships and facilitate lasting loyalty in staff. Together, a boss and their employees can discuss ambitious and realistic expectations for the future.
In some cases, businesses will even set up development plans for their hires as part of the onboarding process. This involves speaking to the professional about what they want to do in the years ahead, and how they might be able to set themselves up for success in their goals. Regularly checking up on an employee’s progress in their career plan is another way for managers to show they care.
Relationships Are Important in Long-Term Engagement
Ultimately, if employers want to bring out the best in their staff, then they need to get to know who they’re working with. Managers that develop a basic understanding of their employees will be better-equipped to respond to their issues and speak their language. Learning what motivates staff, what interests them, and what they care about can lead the way for productive decisions about rewards packages and engagement ideas in the future.
Many leaders avoid developing relationships with their hires because they know that it’s hard to bridge the gap between being a boss and being a friend. The critical thing to remember here is that managers don’t have to be best friends with their team to encourage them to do great work. Instead, they simply need to understand what makes their people tick.
Not only does understanding employees give managers the tools they need to reward and praise them effectively in the future, but it could also offer insight into what kind of feedback a staff member needs to perform better in their role. Honest and insightful criticism can be incredibly useful in a disengaged workplace environment. The key is to ensure that messages are constructive, and helpful.