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Why teams are disengaged and proven ways to engage them

Source | LinkedIn : By Shirish Deodhar

A Gallup study on employee engagement showed that as of 2012, 32% of employed Indians are actively disengaged, and 60% are not engaged.

Note: This post was written originally for Forbes.com

The old proverb says: “Employees join great companies but leave bad bosses.” It can happen with anyone, even with the most competent leaders. Employees might be physically present but might have quit mentally, they might lack motivation and not contribute to the growth of the organisation. Demotivated employees can be very frustrating to managers. They take up a lot of bandwidth and attention away from core business for the managers. One of the simple ways to deal with it is to hire self-motivated employees who are engaged with the work and align with organisational values. But we don’t live in an ideal world. There could always be situations where managers will encounter disengaged employees and rather than giving up on them, there are ways to engage them.

I feel that great employee engagement is defined by three key drivers aligning well together.

The company’s vision cannot stay in the ‘About Us’ section of the website. It needs to be translated into day-to-day activities and overall policies and structure of the organisation. Secondly, the employee’s personal vision about what he/she wants to achieve and accomplish must align with the company’s overall vision. The third and most important thing is employee empowerment. The employee should feel empowered to make decisions, be responsible for his/her actions and achieve successes.

Some of the prominent reasons why employees get disengaged are:

1:  Employees are generally unaware or kept in dark about the overall vision and roadmap of the company. Developing a feature in the product or working on a particular module of the project cannot be a compelling driver for employees to enjoy and appreciate their work. They should be able to align their work with the organisation’s overall roadmap and vision. Only then will they be able to relate to how they are contributing to the overall growth of the organisation.

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