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Top Ten Surprising Reasons Why Your Employees Feel Disengaged

Top Ten Surprising Reasons Why Your Employees Feel Disengaged

It’s no secret that employee engagement is a huge issue in today’s workplace. A recent study by Gallup found that only about one-third of American employees are engaged at work –– meaning only a small fragment of your workforce is truly invested in their jobs.

I know. This is not exactly what you wanted to hear. But the good news is, there are ways to overcome these employee engagement problems. In fact, there are six most common reasons for employee engagement problems –– and solutions for each one.

1. Employee Engagement Problem: Lack of Communication

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One of the most common employee engagement problems is a lack of communication. When employees feel like they’re in the dark, it’s only natural for them to become disengaged.

Solution: The best way to combat this issue is by implementing regular check-ins with your employees. This could be anything from weekly one-on-one meetings to monthly team huddles. The key is to create an open line of communication. This way employees always feel like they know what’s going on –– and that their voices are being heard.

2. Employee Engagement Problem: Unclear Goals

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Another common engagement issue is when employees don’t have a clear understanding of what’s expected of them. If they’re not sure what the goals are, how can they be expected to meet (or exceed) them?

Solution: The solution here is pretty simple: make sure your employees know what the goals are. Whether it’s setting quarterly targets or communicating the company’s mission statement, it’s important that everyone is on the same page. Once employees know what they’re working towards, they’ll be more likely to stay engaged.

3. Engagement Problem: Lack of Development Opportunities

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When employees feel like they’re stuck in a rut, it’s only natural for them to become disengaged. After all, who wants to do the same thing day in and day out with no end in sight?

Solution: The best way to combat this issue is by offering employees development opportunities. This could be anything from training and education programs to mentorship programs. By investing in your employees’ development, you’re showing them that you’re invested in their future –– which will increase their engagement.

4. Engagement Problem: Boredom

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Another common engagement issue is when employees become bored with their jobs. After all, it’s only natural for people to get bored after doing the same thing day after day.

Solution: The best way to combat this issue is by giving employees variety in their work. This could be anything from changing up their daily tasks to giving them new projects to work on. By keeping employees’ work interesting, you’ll keep them engaged.

5. Engagement Problem: Lack of Recognition

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When employees feel like their hard work is going unnoticed, it’s only natural for them to become disengaged.

Solution: The best way to combat this issue is by implementing a recognition program. This could be anything from verbal praise to awards and bonuses. The key is to make sure employees feel appreciated –– because when they do, they’ll be more likely to stay engaged.

6. Engagement Problem: feeling undervalued

This is similar to the lack of recognition problem, but it’s worth mentioning on its own. When employees feel like their contributions are not valued they become disengaged.

Solution: The best way to combat this issue is by showing employees how their work contributes to the company’s success. This could be anything from sharing companywide metrics to celebrating individual successes. By making sure employees feel valued, you’ll keep them engaged.

7. Engagement Problem: micromanagement

When employees feel like they’re being micromanaged, it’s only natural for them to become disengaged. After all, who wants to feel like they’re constantly being watched over and controlled?

Solution: The best way to combat this issue is by giving employees the freedom to do their jobs. This could be anything from allowing them to take on new challenges to trusting them to make decisions. By giving employees autonomy, you’ll keep them engaged.

8. Engagement Problem: Poor work/life balance

When employees feel like they’re constantly working and never have any time for themselves, it’s only natural for them to become disengaged. After all, who wants to feel like they’re sacrificing their personal life for their job?

Solution: The best way to combat this issue is by offering flexible work hours and telecommuting options. This could be anything from letting employees choose their own hours to allowing them to work from home. By giving employees a better work/life balance, you’ll keep them engaged.

9. Engagement Problem: No opportunity for growth

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If employees feel like they’re stuck in a dead-end job with no chance for advancement, they’re going to disengage.

Solution: The best way to combat this issue is by offering opportunities for growth and development. This could be anything from training and development programs to mentorship opportunities. By giving employees a chance to grow, you’ll keep them engaged.

10. Engagement Problem: Lack of recognition

When employees feel like their hard work is going unnoticed, it can lead to disengagement. After all, who wants to feel like their work is unappreciated?

Solution: The best way to combat this issue is by offering regular recognition and appreciation. This could be anything from verbal praise to monetary rewards. By showing employees that their hard work is appreciated, you’ll keep them engaged.

Employee engagement is a vital part of any company, yet it’s often difficult to maintain. This is due in part to the many different reasons why employees can become disengaged. However, by addressing these problems head-on, you can keep your employees happy and engaged. So what are you waiting for? Start solving those employee engagement problems today!

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Dr. Colleen Batchelder
As a Leadership Strategist, Diversity and Inclusion Consultant, Executive Coach, and National Speaker, I help leaders create companies where Millennials and Generation Z want to work. My doctoral background in leadership and global perspectives also gives me an added edge because I approach generational dissonance from all directions, including from an anthropological, theological, sociological, and ethnographic lens.