How Managers Can Better Engage Disengaged Employees

Managers Can Better Engage Disengaged Employees

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 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 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 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 one-on-one conversation about why they seem disengaged, make sure that they would welcome a more challenging role and explore the possibilities together.  Remember, an engaged worker:

  • Enjoys doing their work
  • Believes their job is in alignment with their career goals
  • Gets to utilize their strengths
  • Finds their job interesting and challenging

It is your job as their manager to help make it happen.

To learn more about how managers can better engage disengaged employees, download the Top 10 Most Powerful Ways Managers Boost Employee Engagement

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We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

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We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

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Intuit

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We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

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Cutera

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Fujitsu

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

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Firmware Engineering Manager

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Vice President Human Resources

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