With leaders today being aware that having engaged staff members is vitally important, there are a multitude of articles about how to encourage engagement.
There are just as many blog posts that focus on how to help unengaged employees become more committed and loyal to the organisation and to their specific job.
However, there are employees that can start off at a job being enthusiastic, and then have that enthusiasm slowly ware off.
Or, having conducted activities to increase engagement, you can see an improvement, but that doesn’t last.
In this article, we will explore what factors can cause employees to disengage.
By avoiding them, you can keep your staff engaged to your company for a better company culture and more efficiency.
No Chance To Grow
Many managers believe the single most important fact that should motivate employees to do their best is keeping their jobs.
However, while that may force an individual to show up to work and do their job, that is no longer enough to truly empower staff to do their very best.
Although many people start off being enthusiastic about their jobs, and attempt to prove to the boss how competent they are, eventually that may fide.
Why? Because these employees will start to feel as if there is no point to work tirelessly if there are no opportunities for growth.
Therefore, to keep your employees on their toes, make sure to offer fair promotions and development courses so they keep striving to work their best.
In order for employees to be engaged, accountability must exist for each and every person.
What tends to happen in every firm is that there are slackers that do less than anyone else.
These can be favourites of the manager that are allowed to work less than others, or simply employees that the leader is too busy to notice.
What starts to happen is that other employees begin to notice that their colleagues are working less, but regarded the same, which leads the hard workers to begin to slack off, as well.
Soon, a company culture of laziness and unproductivity begins, leading to lower profits.
Just as accountability is vital to keep employees working hard to make sure the boss is aware of their productivity, so does feedback play a big role in engaging staff members.
Managers must take the time to measure each worker’s accomplishments against pre-established benchmarks, and then provide feedback about the data collected.
Employees must know where they stand, and how they measure up against the job expectations.
If this is not done, and no evaluation of job performance is given, the employees will remain stagnant or start to lose their motivation to work hard.
Much of what causes employees to disengage is often caused by the management; by offering opportunities for growth, upholding accountability, and providing regular feedback, leaders will do everything in their power to help employees succeed in their professional roles.
Head of Training and Development
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Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.