Disengaged Employees can Teach Companies?

What makes disengaged employees different? It’s improbable that they send you a memo although employee engagement surveys can give you some insight. Therefore, a disengaged employee is hard to explain. They may appear to be actively disengaged, voicing their unhappiness, giving an unsatisfactory performance as well as trying to undermine the performance of others. But, they just may also be performing minimal, going with the flow with no sign of passion.

Disengaged employees can provide companies a wake-up call by inculcating a number of lessons. From which the most important is to transform disengaged employees into engaged employees through enriching the company’s culture and applying effective strategies. It has the best employee benefits and this article will shed light upon them all.

The Impact Of Disengaged Employees On the Organization

Disengaged employees are a threat to the growth of the organization. According to the research, disengaged employees are likely to perform poorly, feel demotivated, and never live up to the expectations of their job, and they tend to make 60% more errors in work. Research also suggests that up to 73% of disengaged employees will not stay loyal to the organization and will continue seeking new opportunities or jobs. Organizations bear a loss of about $450 to $550 billion yearly due to the lack of commitment and productivity causing employee turnover and loss.

Disengaged employees can have a negative influence on customer experience. Research reveals that the number of engaged employees at the organization that have above-average customer experience is 79%, while only 49% of employees are highly engaged at the companies with below-average customer ratings. Highly engaged teams experience improved sales by 20 %, in addition to a 10 % rise in customer rating.

Tips to Re-Engage Employees

Employee disengagement is cost-effective and contagious. Therefore, managers are responsible to take strategic measures to overcome disengagement before it spreads all over the company.

This is how you can spot disengaged employees and save your company from the spread of contagious disengagement.

Listen To Your Employees

There is a possibility that employees who do not pull their weight make you feel frustrated or disappointed, but it is necessary to keep in check those emotions. It is unlikely of the employees to come at work to be engaged or to spread disengagement. You may be missing out on some factors that are operating or functioning at the workplace, so take out some time to set up some fact-finding meetings.  

The conversational tone that employers take while talking to their employees must be supportive to get open and truthful feedback about their emotions, opinions, priorities, concerns, as well as their ideas to upgrade the culture. Another effective way to stay updated is by getting regular employee feedback by employing an anonymous engagement survey tool. Employees feel secure in sharing their experiences and needs through such technologies.

Solve the Engagement Issues

Engagement issues must be addressed immediately no matter how you gathered the engagement data. This seems equal to preventing the transmission of contagion disease before it gets out of control. This task can become easier through employing advanced technology like, feedback tool, which can convey bite-sized actions for both employer and employees.

When issues with engagement occur, it’s important to take serious actions quickly to overcome them before things go any further.

Distinguish Individual Needs

As soon as you determine the reason behind disengagement, take personalized actions to acknowledge employee’s need such as recognition, feedback, and reward. For instance, if an employee complains about how his work goes unrecognized every time, don’t forget to highlight that employee in the next meeting, appreciate his efforts on the large company’s platform, or have a simple one-on-one session to go over his achievements. Since every employee is unique, managers should consider individual needs and develop personalized-model for the employees.

Study the Core Values

Do you know the core values of your employees? Apply a strength-based approach to learn individually about the values that are most important to each employee. As soon as you identify the core values and beliefs of your employees that remain constant, you can integrate that values into your engagement strategic plan. With the strength-based approach that gives a great deal of leverage to core values, you will be able to derive engagement in employees.

Create a Strong Bond

Capricious boss or supervisor is the root cause of employee turnover. It is important to build a strong bond of trust between employees and managers. Research reveals that healthy relationships between employees and employers have a positive impact on engagement. So, ensure the provision of support and communication from managers to employees. You can come one step closer to developing an engaged workplace by improving the interaction between managers and their teams.


Disengaged employees are contagious and dangerous to the health and performance of the organization but the spread of this contagion can be prevented through timely feedback, proper insight, and adhesion of placing employee engagement at the top of your company’s objectives.