How Managers Can Better Engage Their Disengaged Employees

Managers Can Better Engage their Disengaged Employees

The Good News – Managers Can Better Engage their Disengaged Employees
How managers can better engage their disengaged employees can be difficult to answer unless you have analyzed employee engagement survey data and identified the critical few leverage points to improve employee advocacy, discretionary effort and intent to stay.

The Bad News – Many Managers Are Confused
Some managers think they need to keep their disengaged employees on the team to avoid productivity dips while other leaders want to let disengaged employees go quickly to cut their losses.  We have certainly seen circumstances where it makes sense to fire toxic employees and other instances where disengaged employees can become engaged employees.

What Should You Do with Disengaged Employees?
If you observe an employee who was once eager and engaged but now seems lackadaisical and negative, they may just need a new challenge. Sometimes just doing the “same old, same old” is the reason employees disengage. They are simply bored and feel stuck in a rut.

When this is the diagnosis, employee engagement training experts suggest you find ways to stimulate, stretch and challenge them. But there is a danger of overloading their system unless you proceed slowly and offer guidance along the way.

Three Simply Actions to Improve Engagement Levels
Here are a few ways managers can better engage their disengaged employees and spark their interest and engagement again:

  1. Give them a new but related problem to solve
  2. Ramp up what they are already doing by increasing the job responsibility, adding complexity and expanding team connections
  3. Work together to identify an entirely new project…one that will require new and desirable skills

The Bottom Line
Have a good one-on-one conversation about why they seem disengaged, make sure that they would welcome a more challenging role and explore the possibilities together.  Remember, an engaged worker:

  • Enjoys doing their work
  • Believes their job is in alignment with their career goals
  • Gets to utilize their strengths
  • Finds their job interesting and challenging

It is your job as their manager to help make it happen.

To learn more about how managers can better engage their disengaged employees, download the Top 10 Most Powerful Ways Managers Boost Employee Engagement

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Director of Global Recruiting

AKQA

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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HR Director

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CEO

Edify

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Cutera

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Workforce Planning Bureau

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

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HR Project Manager - Training & Development, PHR

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Intuit

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

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Thoratec

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HR Program Manager

Rambus

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Director Human Resources

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