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.

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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.

Tips to retain top talents in the organization

Loyalty to organizations isn’t what it used to be with the millennial generation known to move from one job to another in search of stability and satisfaction, to name a few considerations. But in the age of digital disruption, it’s still possible to retain top talent for a long time. Here are some tips for decision-makers and human resource professionals can consider. 

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Promote mobility and flexibility 

Workers aren’t attracted to the idea of a strict 9-to-5 job anymore. People appreciate the option to work remotely, having flexible hours, and being subjected to fluid organizational policies. They’re likely to stick around for a longer time when they’re happier, more productive, and given these considerations that are fit for the times. 

Let them grow and learn 

Offer an environment that’s conducive to learning and advancing in their career. Provide continuing education classes, on-the-job training, and every opportunity that spells career development. 

Recognize and reward 

It’s not just financial rewards and bonuses that count, but also sincere recognition for a job well done. In performance evaluation sessions, specify what the commendation is for, and make the person feel appreciated for the hard work, creativity, and other skills that made the success possible. Make them feel that their contributions to the business are important. 

Create a culture of inclusiveness and engagement 

Work on your business culture and create a culture of inclusiveness. Have this documented and made known to senior management, and practiced on the ground every day. Constantly engage talent and increase their responsibility, versus preaching and just telling them what to do. 

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Patrick Dwyer of Merrill Lynch believes that any barrier to the growth of any business venture can be eliminated with education. For similar reads, visit this page.