A common occurrence in the workplace happens when workers begin to feel detached from the work they do, for one reason or another. This may be due to personal or professional incidents, but nonetheless, it is no doubt that disengaged employees can seriously hamper the effectiveness of an organization. To deal with the situation is a highly stratified process and must be examined closely for effective results. As such, here are five steps to handle disengaged employees.
The first rule of diagnosing employee engagement issues is to ask your employees how they feel and why. This can accomplish several objectives. First, it allows workers to know you care enough to hear them out. A display, showing that you care, goes a long way toward creating loyalty, trust and respect. Second, it gives them a safe space for professionals to provide feedback. Here, employees have a duty to speak up to make sure that they are heard by their managers so that they might all be more effective at the tasks at hand. Third, by inquiring about an employees’ strong suit and what isn’t, you create a culture of dynamic improvement and meaningful feedback–both keys to the success of a company.
It’s important to report the survey insights after asking the workforce for its opinions. Clarity with the results is key to building trust along the way. Individual responses ought to remain private, but it’s vital to immediately share the aggregate results of an employee engagement survey. Transparency of this nature creates trust within the company. Employees are shown they have a voice when you ask them what works for them and what does not. They are aware you’ve heard them when you share the results publicly and by your transparency, you are showing your dedication to act on any issues raised by any of them alongside an intent to be responsive.
This is most effective when the management and workforce work together to build solutions to business problems. Disengagement occurs for a variety of reasons in different groups, so it’s important to survey employees to prevent disengagement. Each group must receive survey results specific to their group because what impacts people in sales may have little bearing on the challenges faced by the finance team so one must invite employees to help craft the solutions.
Act on Insight
Once the prior steps are over, a company will do more harm than good if it doesn’t act upon the results. Inactivity hurts credibility, reduces trust, and engenders disloyalty in employees who trust you with the process. Accordingly, when the insights come in and workers and managers are motivated to act together, take steps to implement immediate feedback. This shows employees that their contributions are important to the organization and that the company is committed to active improvements. In instances where an organization is unable to act on employee feedback, communicate clearly with employees to let them know what decisions were made and why.
It’s not enough to run an employee engagement survey as an annual affair. Companies can be completely transformed in a year’s time. It’s vital to let employees know that you plan to conduct engagement surveys and associated pulse surveys on a regular basis. This marks your commitment to listening to your workforce and assisting them in staying engaged. Given the damage actively disengaged employees can cause, it’s important for organizations to proactively prevent it through consistent employee feedback, which is a small investment that yields massive returns.