The dynamics and workplace culture of the corporate market have changed drastically over the years, especially since the pandemic started. As the competition to have a better edge in the market is rising, employers are looking forward to different employee engagement strategies and other benefits to top the charts.
There is enough evidence to prove that employee disengagement can damage the workplace culture and impact business growth. It leads to higher absenteeism, reduced productivity, lower morale, and higher employee turnover rates, along with other consequences. According to a Gallup study, only 14% of employees are engaged, while a majority (71%) are not engaged. Also, 15% of employees are actively disengaged. Studies show that lack of employee engagement can cost employers almost $450 – $550 billion towards lost productivity.
And so, employers are prioritizing implementing the right employee engagement strategies to reduce the possible disasters at the workplace.
So, How Do You Identify Employee Disengagement?
Spotting the transition from employee engagement to disengagement can be hard to explain at the start. However, here are some simple tell-tale signs that you need to look out for to recognize a possible employee disengagement.
- Lack of employee involvement in meetings and discussions
- Lack of enthusiasm for their work or tasks
- Possible veiling under secret complaints or excuses
- Lack of teamwork or support to co-workers
- Higher absenteeism
What Exactly Causes Employee Disengagement?
Simply put, there are a couple of reasons that lead to employee disengagement. While it may cause the workers to lose interest in their work, more importantly, it negatively impacts the workplace culture, the organization’s mission and vision, and its business goals. While identifying disengaged workers may be difficult, here are some reasons that could lead to employee disengagement.
1. A Poor Workplace Culture
Workplace culture is influenced by many factors, all impacting business growth. As technology is evolving across every industry, companies must also adapt to the evolving technological advances, urbanization, and other trending factors. According to a pre- COVID study, 90% of managers believed that a flexible working schedule could attract and retain skilled employees. Another factor that could affect workplace culture affecting employee engagement is the choices made by the hiring staff. A workplace that supports diversity and inclusion along with talent and skills can go a long way in boosting teamwork, improving engagement, and enhancing productivity.
2. Disturbed Work-Life Balance
Stress, heavy workload, and anxiety have caused burnout, impacting employee engagement. Also, the recent remote working and change in working routines have added to the disturbed work-life balance. Since employees have been prioritizing their work over everything else, their personal lives have taken a back seat. However, employees need to unwind and make time for their personal lives, not related to work. It can be hobbies, physical fitness sessions, child/elder care, or more. Organizations that offer on-site gyms, fun activities, flexible working schedules, off-site work opportunities, and likewise, are more likely to engage their employees well.
3. No Career Development or Growth Opportunities
Irrespective of the working field or occupational level, Millennials and Gen Z employees usually have an intrinsic desire to evolve and grow. They want to grow professionally and personally, with a learning phase that may slow down but never wanes. Since they spend most of their time at work, they expect their employers to support them through this growth. And so, many employers are re-evaluating their employee benefits and perks to offer the right ones that support personal growth, knowledge acquisition, and career advancement. Be it through employee wellness programs or HR courses, employers can provide valuable insight to cater to employee requirements.
4. Lack of Clarity at the Workplace
A company without vision and mission works like looking for fur on a rattlesnake. When employees don’t have a sense of purpose, they are content doing routine tasks without any scope for improvement. However, since they do not have any set vision that can push them towards doing better, they can be disengaged quickly. Aiming to achieve something bigger and having a meaning behind achieving it will give employees the passion to improve the skills that can help them professionally and personally. Encourage holding discussions and seeking employee feedback to know their needs and address their concerns with the best-suited steps.
In addition to these factors, there are many other reasons why a productive employee may be disengaged at work. These may include lack of appreciation or recognition at work, lack of communication, lack of cooperation, or discrimination at the workplace.
In short, employee disengagement is not good for the company, and it takes a lot of planning, effort, and resources to undo it. To ensure a positive workplace culture that fosters high employee engagement, employers must act fast in the right direction, before they quit to join greener pastures.