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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Cutera

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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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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LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

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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

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
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What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

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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.

Duane Schroeder
Human Resource Manager

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.

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Rambus

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

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