Managers Can Better Engage Disengaged Employees: Learn How

The Good News:  Managers Can Better Engage Disengaged Employees
How managers can better engage disengaged employees can be difficult to answer unless you have analyzed data from employee engagement surveys to identify the critical few leverage points to improve:

• employee advocacy
• discretionary effort
• intent to stay

The Bad News: Managers Are Confused and Employees Are Not Highly Engaged
People manager assessment data tells us that managers (especially those that have not attended proven new manager training) think they need to keep disengaged employees on the team to avoid performance dips due to a lack of bandwidth; 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 highly productive and engaged teammates.

Gallup’s most recent State of the Global Workplace report found that only about 23% of employees are actively engaged at work — meaning the vast majority are either indifferent or disconnected. For managers, that’s not just a morale issue; it’s a productivity, innovation, and retention problem.

What Should You Do with Disengaged Employees?
Engagement isn’t about quick fixes or perks. It’s about understanding what truly drives advocacy, discretionary effort, and loyalty.

1. Start by Listening — Deeply
   Disengaged employees often feel unheard or undervalued. Before you can re-engage them, you have to understand why they’ve checked out. Use pulse surveys, one-on-one engagement meetings, and frank conversations to uncover what would make work more meaningful.

   Corporate culture assessment research shows that when employees feel genuinely listened to, trust rises, and discretionary effort follows.

2. Reconnect Work to Purpose
   Disengagement frequently stems from a loss of purpose at work. Managers can reignite commitment by creating a clear line of sight for employees to see their impact. Whenever possible, share stories that link individual contributions to customer success, organizational achievements, or social value.

   A recent study in the Journal of Organizational Behavior found that employees who perceive their work as meaningful are four times more likely to be engaged and productive. When people see that their role matters, their energy and ownership return.

3. Clarify Expectations and Autonomy
   We know from management training programs that disengaged employees often do not understand what is expected of them. Great managers balance strong guidance and direction with empowerment in how employees complete their tasks.  Clear team goals and accountabilities combined with autonomy are among the top predictors of engagement.
4. Invest in Growth and Career Development
   Few things disengage high performers faster than a lack of progress.  Great managers make prioritize their team’s career growth and development through regular coaching, stretch assignments, and customized training program opportunities.

   According to LinkedIn’s latest Workplace Learning Report, 94% of employees say they would stay longer at a company that invests in their career growth.

5. Strengthen Relationships and Recognition
   Employee engagement thrives when their are high levels of trust, respect, and appreciation. Managers with highly engaged teams consistently ensure that people’s contributions are seen and valued. Consistent gestures make a measurable difference in team morale and motivation.

The Bottom Line
Re-engaging disengaged employees requires authentic leadership and consistent follow-through. Are your managers doing what it takes to create high functioning and high performing teams that give it their all?

To learn more about how managers can better engage disengaged employees, download the Top 10 Data-Backed  Ways Managers Can Boost Employee Engagement