3 Proven Ways to Decrease Employee Engagement

Decrease Employee Engagement a cartoon of 2 businessmen running a race, one blocked by a wall, the other successfully leaping over a hurdle

Are You Unknowingly Doing Things that Decrease Employee Engagement?
After over two decades in the employee engagement field of  and running over 500,000 employee engagement surveys per year, we can pretty easily guess what happened decrease employee engagement on the left of the above picture and what engaged the employee on the right engaged in terms of discretionary effort, advocacy and intent to stay.

Three Proven Ways to Decrease Employee Engagement
Unfortunately, too many companies, leaders, and managers say and do things that decrease employee engagement.  Here are the top three ways to decrease employee engagement that should be avoided at all costs.

1. Set Unclear Expectations
Nobody told the employee on the left what he needed to do to be successful or how his success would be measured. He is confused and full of questions about what went wrong and why he has to struggle to keep in the race. He even had no idea that there would be obstacles.

He worked a full day from Monday through Friday. He thought he was working on the right projects. He continued to draw his paycheck.

No one indicated he was running down the wrong path. In fact, no one spent any time evaluating his performance except once a year when he was told everything was OK. And, he had long ago decided not to rock the boat by asking how he was doing. He rightfully became complacent so that he fit in.

Shame on both the manager and the employee. Every worker deserves to know what it looks like (and what it takes) to succeed in their role. Without clear direction and measured results, employees can get lackadaisical and disengaged.

In this scenario, disengaged employees just keep doing the same old, same old. Of course, this leads to disengagement! If you want to increase employee engagement, use employee engagement training to make sure that your managers create the circumstances where their employees clearly understand:

  • The company’s plans for future success
  • How they fit into the company’s future plans
  • How their job helps the organization achieve success

2. Provide Inadequate Skills
Under-performing and disengaged employees often feel as though they are facing huge and often unanticipated barriers. In the picture above, not only does he not know what he should be doing, he doesn’t even know if he has the skills to get over or around the wall.

Engaged employees are clear about what success looks like and they (and their direct manager) know what specific skills they need to succeed. Don’t handicap your employees by neglecting to provide them with a proven training needs assessment of where they need to improve. Employees should be evaluated on a regular basis, in both formal assessments and informal performance discussions.

Engaged workers also report that they appreciate on-the-spot coaching so they know what behaviors are desired and which are considered negative. The more they know about where they fit and how they contribute, the happier and more secure they can be—especially if they feel they will be fairly rewarded for their contribution.

3. Enable Minimal Opportunities for Growth
The losing employee stuck behind the wall now has a third strike against him…not only does he not know what to do, or if he can do it, but now he does not know how to learn what it would take.

Engaged employees report that if they don’t have the right skills to succeed, their manager will see that they have the opportunity to learn them. Engaged employees also report being consistently encouraged to grow and chase development opportunities throughout their careers. They know what they need now and in the future as they move forward with the organization.

The Bottom Line
When you set your workers off on the path to success, equip them with a clear picture of what they are to do and give them the specific skills needed to do it well. These engaged workers will be in the race and on their way to a successful finish.

To learn more about how to better engage top talent, download Are You Aimlessly Engaging Your Employees?

Comments are closed.

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.

Stacie Rodgers
VP of Human Resources

Cutera

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

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

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

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

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

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

We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.

Julaine K. Souza
Senior Vice President

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

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

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More