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 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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Blackhawk Network

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Samsung

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Director, Business Planning & Analysis

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Human Resources Manager

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

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Vice President Human Resources

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

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Firmware Engineering Supervisor

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

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

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Human Resource Manager

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

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Vice President, Human Resources

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

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VP of Human Resources

Cutera

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

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