Disengaged employees: How to deal with them

When it comes to disengaged employees, it’s always a battle between keeping them and firing them to cut an organization’s losses. But it’s undeniable that turnover is rather costly. Here are some small to big steps in addressing this kind of people in one’s team.

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Listen and investigate the problem: Let them say their piece and listen intently. Have them repeat what you think you heard to ensure clarity. Speak with each disengaged employee individually, skipping the small talk and letting each one know that you’re concerned about their situation and what to understand what’s happening and be of help.

Set goals together: If someone has already lost their focus in the workplace, it’s best to refocus their attention by introducing a deadline for a project and setting goals together. This way, you’ll gain buy-in and have something concrete to work toward.

Find out what they want: Ask what they really want out of their work and other areas of their life. Ask this question: if the problem you’re having would disappear tomorrow, would things be all right? This way you’ll understand the situation and what’s likely to happen between the employee and the organization in the future.

Image source: Pixabay.com

Show them the big picture: Many times, employees become disengaged because they don’t know what’s going on above their heads. Remind them about the strategy and direction of the business, and let them know that they’re part of the overall objectives of the company.



Patrick Dwyer of Merrill Lynch is an advocate of both lifelong education and good business. He believes that any barrier to the growth of any business venture can be eliminated with education. For more articles like this, visit this page.