Disengaged staff can impact productivity and the positivity of the rest of your team. It is a problem best caught early before it manifests into wider issues such as losing other members of staff who have been affected. Look out for these three tell-tale signs to identify those who have become disengaged and take action as quickly as possible.

Lack of Initiative

A staff member lacking motivation will demonstrate this whenever they are called upon to show initiative. Whilst other employees will offer up ideas enthusiastically, a disengaged employee will shrug off responsibility and only present solutions when absolutely forced to.

Mistakes become frequent

You are well aware of an individuals ability to do their job because firstly, you hired them and secondly, they have performed well for a good length of the time they’ve been working for you. So if gradually they start making more and more mistakes at tasks you know they are capable of, you should take this as a warning sign that they are growing complacent.

A bad attitude

When you’re unhappy with something it may become evident in your attitude long before you recognise or voice the problem. If you’ve got an employee who once came to work raring to go but now relies on others to pep them up, they’re probably considering leaving or are at least draining the mental energy of other members of the team.

How can you fix the problem?

Make the employee aware that you’ve noticed the change in their attitude. Whilst they may be feeling negative they could be under the impression they are disguising it successfully. By addressing this you call attention to their behaviour which may be the motivation they need to increase their effort or alternatively, it will give you a good opportunity to talk about the issue and see if it can be resolved.

A common reason for disengagement can be as simple as boredom. If the individual has lost enthusiasm let them know that it is okay to admit it, there may be opportunities to upskill them or add some variety to their role to remedy the problem in a direct way. In turn, if you can’t do anything to change or build upon their role, it may be beneficial for them to know this so that they can move on sooner before depleting the resources and engagement of your other team members.

Want more advice? Contact Resource Management.

Want to find out more? Speak directly with an expert:

0207 337 9901 or info@resource-management.co.uk

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