What do you do if your employees are disengaged at work?

LOOK BENEATH THE SURFACE! As HR professionals, it's crucial to recognize that employee disengagement is often the result of a complex interplay between various factors, extending beyond the workplace. External factors, such as financial stress, family & caregiving responsibilities, health & wellness, and societal & cultural expectations, can significantly contribute to disengagement. To effectively address the root cause, we must consider these external factors and develop comprehensive support systems and strategies that promote employees' overall well-being and re-engagement. By doing so, we can foster a more supportive and inclusive work environment that acknowledges the whole employee, beyond just their work-related responsibilities.

Faça um diagnóstico para identificar essas causas passando por questões relacionadas ao alinhamento cultural, conexão com valores, visão de futuro, entre outros, acima de tudo relacionados a como a liderança de comporta de acordo com os valores da empresa, como se comunica, toma decisões, desenvolve pessoas e celebra conquistas. Uma consultoria externa que garanta a confidencialidade das resposta, poderá apresentar os reais problemas e possibilidades de solução.

Employees disengage for 3 reasons: 1) Ambiguous goals. If what’s expected of them is ambiguous, provide greater clarity for them to engage effectively. 2) Insufficient training. If what’s expected is clear, make sure they are equipped and supported to do great work. 3) Misaligned attitude. If they are sufficiently equipped and supported to do great work, understand if their interests are aligned.

Yesterday I saw a dashboard of "why people are quitting their job" and we can totally connect the results with the disengaged topic, see the top 3 below: 1) Lack of career development 2) Inadequate compensation 3) Uncaring leaders

As an HR, we can play a pivotal role in addressing employee disengagement by implementing strategies to foster a positive work environment and enhance employee satisfaction. This may include conducting regular surveys to gauge employee sentiment, providing opportunities for feedback and open communication, offering professional development programs, recognizing and rewarding employee contributions, and promoting work-life balance initiatives. By actively listening to employees' concerns and proactively addressing issues, HR can help cultivate a culture of engagement and empowerment within the organization.

Number one rule for to create an open dialog system at work, the top management have to share clear strategies and OKRs with the management levels. Because lack of knowledge about strategies managers can't conduct the budgets, the team and the tools effectively. At this type of environment of work the teams and each of employees can affected only unsuccessfull or inefficent results of management process. After all, empowered managers can shows the way to success to employees instead of forcing them to seach the success in uncertainty. This kind of clearity will brings engagement to the company.

In order to give employees purpose, as we set goals for staff, it's important that they understand the overall organisational strategy as this is the source of individual goals. Knowing how an employee's output supports the entire organisation will give them a sense of purpose.

Clarity Expectations Ensure that your employees have a clear understanding of their roles, responsibility and goals. Uncertainty or ambiguity can lead to disengagement, so take the time to communicate expectations clearly and regularly.