When an employee starts to feel demotivated at work, as a director/manager you will usually be the last to know. You may not have even noticed that things have started to slip. Are your deadlines being met? Is all work completed to the usual standard? Are they showing a lack of initiative? It’s important to be aware of these signs so you’re able to spot and act upon a disengaged employee in the future.
A decrease in productivity and poor quality of work is often the first sign you have a disengaged employee. As well as this, the cost of a disengaged employee can start to rise when you consider the effect this can have the rest of your team.
If other employees notice that a member of the team is doing significantly less work then they are, wouldn’t they feel less motivated to work hard themselves? Why should they put in 100% effort when others aren’t?
Is a member of staff taking an unusual amount of time off without a reasonable excuse? Of course employees are entitled to days off when they are feeling unwell or for annual leave but when their absence is becoming more regular, they may be showing an underlying issue. It may be useful to pull your employee aside to mention your concern for them.
Whether your employee’s issue is regarding home or work-life, it needs to be addressed in order to regain productivity. A useful idea may be reminding all employees that your office door is always open if they feel the need to talk, regardless the matter.
Communication between you and your employees is vital, by frequently providing feedback to your employees you are positively engaging with them, this can often result in an increase in productivity as employees like to feel appreciated and assured that the work they carry out has an impact. Employees need reassurance that you have full confidence in them and their work, to regain their engagement.
Work ethic slides when employees become disengaged, so don’t give them the opportunity to fall out of alignment with the company. Encourage your employees to engage and collaborate with one another to help continuous grow within your business. It may be useful to offer courses to employees to expand their learning, this also shows them you believe they have potential.
When communicating, if negative feedback needs to be given, you should still try make this a positive experience, offer help where necessary and provide them with the guidance needed in order for them to be more efficient, successful and motivated to work and grow within your business.