4 Signs that Help Predict Disengaged Employees

Disengaged Employees with a crystal ball

Disengaged Employees are Expensive
Disengaged employees in the United States cost between $450 billion and $550 billion according to a recent poll by Gallup.  Experienced talent leaders know bad hires and disengaged employees take a lot of time to manage while having a negative impact on both morale and performance.

Can You Easily Predict Disengaged Employees?
As a leader, there may not be a crystal ball to tell you exactly which employees will become disengaged and leave and when…but employee engagement and retention training experts have come up with some very clear indicators of disengaged employees that can help you prevent much of your unwanted employee turnover and lack of discretionary effort.

Why Most Employees Leave Is Not A Surprise
Numerous studies have been conducted on disengaged employees and why employees leave. The reasons are not a surprise. In fact they are basic common sense. But each reason should be examined for ways they can be addressed before employees take off for what they expect will be greener pastures.

The High Cost of Employee Attrition
The average cost of replacing an employee is high. The cost of replacing high performing and strategic talent is even higher.  You lose not only the time and resources it took to find, hire, and train the talent, but, with each employee that leaves, you risk decreased morale, lost productivity, damaged customer relationships, and a hit to your bottom line.

Your challenge as an employer who recognizes the high cost of replacing talent is to implement the “fixes” before the employment bond is broken.

Research on Disengaged Employees to Help Predict and Prevent Unwanted Attrition
Our disengaged employee survey involved more than 97,000 respondents. We looked at both voluntary and involuntary turnover indicators at companies of different sizes, in multiple industries and in various regions. The results were compiled to reveal turnover predictors that showed a 10 percentage-point or greater difference between retained and exited employees.

The Top 4 Predictors of Turnover from Disengaged Employees Who Leave
Here is what we learned were the top 4 predictors of turnover from disengaged employees who leave:

1.  Dissatisfaction with Team Dynamics
Employees are likely to leave if they are unhappy with their immediate supervisor or do not have confidence in the ability or commitment of the team to meet goals.

2.  Insufficient Satisfaction with the Job
Employees tend to look elsewhere when they no longer enjoy their job, feel as if they are unchallenged and not learning anything new, or are in a position where their interests or strengths are not being used or appreciated.

3.  Poor Fit with the Corporate Culture
Employees are far more engaged in their work (and less apt to move on) when they are in an organizational culture that supports them and their needs as individuals. They want their workplace to welcome their thoughts, invest in their future, flex to accommodate their schedule and maintain a strong commitment to their well-being.

4.  Unclear Future Career Path
It is difficult for employees to stay fully engaged in their work if they see no future career in it. Employees want to know how and where they fit into the organization’s plans going forward.

So What Can You Do To Stem the Potential Outflow?
Find out what your employees are thinking!  Whether you conduct an annual employee engagement survey (our strong recommendation) or have ongoing conversations to take the pulse of your employees, you need to stay on top of what your employees need and want to remain fully engaged.

The Bottom Line
Put a talent management strategy in place that addresses the most pressing concerns of your top talent and make sure they know what you are doing and why. The simple act of acknowledging that there are disengaged employees and that increasing employee engagement is a key part of the overall business strategy will begin to make a difference.  Then establish transparent goals and report regularly on your progress.

Your responsibility as an leader is to identify areas of employee engagement that need improvement before they become a reason for your talented employees to leave.

To learn more about engaging and retaining top talent, download the 3 Key Top Talent Retention Strategies You Need to Know Before it is Too Late

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LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

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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.

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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.

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I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

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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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The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

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Intuit

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

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Samsung

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.

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Learning & Development

ebay

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