How Managers Can Better Engage Their Disengaged Employees

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.

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 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.

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.

Here are a few ways managers can better engage their disengaged employees and spark their interest and engagement again:

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

Have a good conversation about why they seem disengaged, make sure that they would welcome a more challenging role and explore the possibilities together.  An engaged worker enjoys doing their work, believes their job is in alignment with their career goals, gets to utilize their strengths and finds their job interesting and challenging.  It is your job as their manager to help make it happen.

To learn more about increasing employee engagement and how managers can better engage their disengaged employees, download the Top 10 Most Powerful Ways to Boost Employee Engagement

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Senior Manager, HR Destiny Sales Region

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Firmware Engineering Manager

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

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VP of Human Resources

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

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LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

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Director of Human Resources

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

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