Are there any leaders out there who haven’t encountered employee disengagement at one point or another? If you’re in a management position, you can probably name at least one or two instances off the top of your head. However, over the last two years, when offices abruptly closed and many employees had to transition to work-from-home life, addressing disengagement became a much more complex problem. And while a hybrid model of work has now become the norm for so many organizations, it brings on a whole new set of challenges when addressing employee disengagement.
For organizations that are new to the hybrid model, disengagement can rear its head in a variety of forms. For example, team members can feel out of the loop in terms of communication and resources or they may be struggling with work/life balance. They may also feel discouraged by a lack of company culture or difficulty collaborating with team members. What are some of the red flags to watch out for when it comes to employee disengagement? Here are a few examples:
- Withdrawal from any non-necessary activities or conversations
- Poor communication and lack of participation
- Breaks from routine (ie: a typically vocal person no longer speaks up in meetings, a punctual person is chronically late or misses deadlines)
- Apathetic approach to meetings, projects, communication, etc.
- Rudeness and curtness with coworkers and clients
According to a recent workplace study from Gallup, 51% of workers are “not engaged,” meaning they are psychologically unattached to their work or company. And many of them feel they have more options now – we’re all too familiar with the term “Great Resignation” and the impact it’s had on organizations. With all of the challenges leaders are facing trying to navigate a post-pandemic workplace, problems with disengaged employees can sneak up quickly and snowball into major issues. That’s where Leah M Joppy and Associates can help. We can get to the root causes of WHY team members are feeling disengaged and work with you to come up with ideas to address these problems quickly.
When it comes to employee disengagement, it’s so important to look for solutions right away, rather than wait until productivity declines and turnover increases. Call Leah M. Joppy and Associates at 301-670-0051 or email us at firstname.lastname@example.org and let’s start tackling any disengagement issues now!