{"id":5621,"date":"2013-11-27T14:09:03","date_gmt":"2013-11-27T14:09:03","guid":{"rendered":"https:\/\/glocalthinking.com\/employee-disengagement-how-to-fix-and-prevent-it\/"},"modified":"2021-08-31T10:40:39","modified_gmt":"2021-08-31T10:40:39","slug":"employee-disengagement-how-to-fix-and-prevent-it","status":"publish","type":"post","link":"https:\/\/glocalthinking.com\/en\/employee-disengagement-how-to-fix-and-prevent-it\/","title":{"rendered":"Employee Disengagement: How to Fix (and Prevent) It"},"content":{"rendered":"

A recent Gallup poll found that almost 20 percent of the US workforce is disengaged<\/strong>. With such a high percentage of disengaged workers, US companies lose nearly a $500 billion per year. This is a huge issue, and one that every employer needs to address. In a recent article<\/a> in Forbes, Ruth Ross\u2014a former senior HR executive at Wells Fargo who has made it her mission to cure the disengagement malaise sweeping the nation\u2014spoke about the first steps managers can take toward re-engaging disenchanted employees.  In this article, Ruth Ross, employee engagement expert, garner tips and advice for companies battling what she calls \u201cthe disengagement disease\u201d .<\/p>\n

<\/p>\n

It Starts with a Question<\/strong><\/p>\n

Ruth Ross suggests first inviting all employees to participate in a \u201cstay conversation.\u201d In this conversation, the employer asks the employee a set of questions to encourage open dialogue in order to gain insight into potential issues and possible solutions. Ross suggests the following questions to jumpstart your discussion:<\/p>\n

– If you could change one thing about your job, what would it be?<\/p>\n

– Do you feel like the work you do is meaningful? Why or why not?<\/p>\n

– What is on your wish list for an enhanced role in this company?<\/p>\n

A Two Way Conversation<\/strong><\/p>\n

In order for the \u201cstay conversation\u201d to be beneficial, the employer must pay close attention to what the employees says\u2014<\/strong>and, even more importantly, what they don\u2019t <\/em>say<\/strong>. By observing the employee\u2019s responses to these questions, as well as body language, an employer can better determine if the employee is content in their current position, and if not, plan next steps to solve any disengagement issues.<\/p>\n

Remember, disengagement can affect any employee, so it\u2019s best to schedule a routine \u201cstay conversation\u201d at least once a year for each member of your team to ensure disengagement doesn\u2019t disrupt your company\u2019s productivity.<\/p>\n

It\u2019s extremely important to note that this is not a performance review, nor is it a feedback session. It\u2019s intended to be a two-way conversation. It should allow the manager to get into their employee\u2019s head so as to better understand how they\u2019re feeling about their job, while at the same time letting the employee express their concerns freely and without fear<\/strong>.<\/p>\n

Based on the questions you ask as the manager, and your ability to listen both to what your employees say\u2014as well as what they don\u2019t say (non-verbal cues)\u2014you would then identify one to three action steps to take with the employee.<\/p>\n

Read the full interview<\/a> by Erin Osterhaus<\/a>, <\/strong>Managing Editor at The New Talent Times, a blog by Software Advice<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

A recent Gallup poll found that almost 20 percent of the US workforce is disengaged. 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