8 Signs of a Disengaged Employee and How To Return Them 

Every successful business has well-engaged employees. They are dedicated to the company's overall goal and are enthusiastic when taking steps to fulfill those goals. But what happens when they no longer feel a sense of purpose or even need to put as much effort into these activities? It means they have become disengaged. 

 

It is important for business owners and managers to understand that disengaged employees are not necessarily the bad guys. They are usually products of burnout or life challenges. Nevertheless, they come with subtle and glaring signs, and it is essential to track them early when they can still be fixed. 

 

This article covers eight signs that a disengaged employee will show and how to remedy that. 

 

Tell Tale Signs of a Disengaged Employee

Employee engagement is crucial to a company's growth. Well-engaged employees are usually inspired to give their best toward fulfilling the company's primary goal. You can also tell that an individual is engaged by their creative and innovative approach to problem-solving, contribution to team meetings, and interaction with other team members. 

 

A disengaged employee, on the other hand, will exhibit the following signs: 

 

Decline in Communication 

The first sign a disengaged employee will likely show is reduced communication within the team. As managers and team heads, it is important to take note of individuals who were once vocal or interactive in the workplace being less communicative all of a sudden. 

 

Adequate communication in the workplace is essential for growth. Engaged employees will not hesitate to air their opinions in team meetings or one-on-one encounters with the manager. A disengaged employee, on the other hand, shies away from lengthy communication. You’d notice their slow response to emails, lack of contribution to Slack conversations, and even silence in team meetings. Overall, a drastic reduction in communication is usually the beginning of disengagement in the workplace. 

 

Increased Absenteeism and Lack of Punctuality

When an employee starts showing up to work late more frequently than before, it could be a sign that they are getting disengaged from work. A disengaged employee usually arrives late yet strives to leave early. In most cases, they also tend to call in sick more than usual. As soon as you pick up these signs, it is essential to attack the situation head-on by reaching out to the employee and trying to find out the cause of the problem.

 

Distance

Distance is usually the sign that follows a lack of communication. When employees start withdrawing from conversational and non-conversational activities, team hangouts, or even meetings, it could be a sign that they are no longer engaged at the company. Some cases may not be as dramatic, but you’d notice the employee offering little or no effort to get involved in office activities. As the withdrawal increases, their productivity starts to decline. 

 

The best action in this situation is to set up a meeting between the individual and HR to know the cause of the issue. The direct manager or other leaders can be involved if need be. 

Apathy 

Experts on the Forbes Human Resource Council have pointed out that many times when an employee starts showing signs of apathy at their workplace, they are no longer engaged and are looking to leave. These individuals see no need to share their opinions and do not care enough to defend the ones they offer. They are also unwilling to be accountable. 

 

Only Does As Ordered

While doing what the manager asks may not seem like a cause to worry, it could be a sign of a disengaged employee, especially when they seldom add additional input to the task. An engaged employee will usually offer additional input to their assigned projects, while a disengaged one will do little beyond what they’ve been asked to do.

 

No Complaints, No Suggestions

Having no complaints means you are doing something right; however, it could also mean you are doing something wrong. When an employee who has always been vocal about issues at the workplace suddenly stops giving suggestions or making complaints, it could mean that they are disengaged. This issue could stem from a lack of motivation or interest in their current project or job. 

Reduction in Quality of Work

Another glaring sign of a disengaged employee is a decline in their work quality. It is essential to take note of employees who suddenly start missing deadlines or producing fewer results than usual. The HR can indulge such individuals in a conversation to get to the root of the issue and draft out possible ways to restore their engagement. 

 

Pessimism 

When an employee constantly points out a thousand and one things that could go wrong with new ideas and opportunities, it may be a sign that they are disengaged and uninterested in the overall progress of the company. Once you notice this sign, don’t hesitate to involve HR to get to the issue's root. 

 

How To Fix Employee Disengagement 

The first step to fixing any problem is knowing the cause. Employee disengagement may stem from life challenges, boredom, unhealthy work culture, lack of recognition and adequate compensation, dissatisfaction at the workplace, etc. With these in mind, here are some effective remedies for worker disengagement: 

 

• Help employees understand the company’s goal. 
• Ensure that the employees understand their roles. 
• Offer mentorship and empowerment. 
• Offer positive and insightful feedback.
• Recognize employees for their efforts. 
• Make room for growth and career improvement. 
• Offer a sense of community so that everyone feels included. 
• Ensure that there is good internal communication within the company.
• Offer fair communication between employees and leaders. 
• Invest time in knowing your employees. 
• Use surveys and other tools to measure employee engagement. 

Conclusion

Life happens to everyone, including your employees. It is important to acknowledge that these individuals often did not stop being engaged at work on their own accord but rather a series of factors. As an employer or manager, you’d have to play your part in sustaining employee engagement through pulse surveys and other powerful HR tools.