The 3 Reasons Why Your Employees Are Disengaged

The 3 Reasons Why Your Employees Are Disengaged
From Recruiter - December 23, 2016

Roughly two out of every three employees are not engaged,and many of these workers are pointing their fingers at their managers or bosses. In fact, the majority of employees say their boss is the most stressful (and often worst) part of their job.

Atthe same time, however, we have reports of high satisfaction at work. InSHRMs annual job satisfaction report in 2014, 86 percent of U.S. employees reported overall satisfaction with their current job, an improvement of five percentage points from2013.

As a boss and a hiring manager (and my very own HR consultant), I am confused. Thats because, like many, I have long correlated happiness and satisfaction with engagement. As a result, I did what I could to be a great boss, believing that my focus should be solely on my employees and their happiness at work.

Recently, I realized that engagement and happiness are not the same thing. Ive written elsewhere about this phenomenon, and while I wont change my compensation practices, alter how I review employees and give feedback, or suddenly start treating my employees badly, I now recognize asimple and freeing truth: If an employee is unsatisfied, disengaged, or unproductive, its not entirely their bosss fault. They are partially responsiblethemselves.

That being said, there are still things you can do to increase employee engagement. Here are three common causes ofdisengagement and some guidance you can offer to helpyour struggling workers turn the beat around:

1. They Dont Fit the Company Culture

This is an easy mistake anyone can make, especially during a particularly long job hunt. The average job search takes 43 days. After such an arduous process, many candidates willnab the first decent paying gig they can get. On the other hand, some candidates may mistakenly believe they are cut out for corporate jobs when really they are more suited for freelance nation. Either way, were talking about candidates who eitherdidnt pay attention to cultural cues during the interview process or neglectedto take the time to understand their personal work values.

What You Can Do: When recruiting, you can use a personality test or work-matching algorithm to better understand which candidates will actually work well in your professional environment. It also helps to explain thoroughly how your office operates, but ultimately, it is on the employee to know how they work best.

When an individual who is hired turns out not to be a great fit, you can use the review process and practice transparency to help them understand how they can improve their performance and become more satisfied in their position.

2. They Arent Taking Charge of Their Own Career

Some people make theexcellent point that the freelance nation discussion often takes place from a position of distinct advantage. For example, we dont talk about workplace flexibility in the context of McDonalds or the school janitorial staff. Engagement is not something we ascribe to hourly or minimum-wage jobs.


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