Strong teams are comprised of engaged employees. Even one disengaged employee can become toxic to an otherwise engaged and productive team.
Let’s get this straight. Disengagement doesn’t mean dissatisfaction. Rather, it is about productivity, about getting the work done. It’s about your employees putting in the discretionary effort to contribute to a successful organization–when employees put in more than the bare minimum because they care about the overall organization’s success. And what manager doesn’t want that?
Here are 4 reasons why employees disengage from the team.
1-Misalignment with role
Nearly half of all new employees fail within the first 18 months. The reason? Managers aren’t looking for the right things during the interview. Rather than looking for personality and culture indicators of person/role fit–including coachability, emotional intelligence, motivation and temperament–the focus is entirely on resume and current skills. But these factors don’t determine engagement.
2-Misalignment with manager
An employee’s relationship with their manager is hugely important as it’s one of the most important types of relationships within an organization. Positive, open, and effective communication between the manager and employee is necessary for employee engagement as it builds the trust strong teams are built on.
3-Misalignment with team
The obvious challenge of teams is the mix of different personalities. We’ve all been part of a team where the clash of personalities hindered the productivity of the collective. For teams that are highly collaborative, systems must be in place to evaluate the success of the group culture and create a brave space where all employees can ask questions that spur innovation.
4-Misalignment with culture
Company culture creates a sense of belonging among the team. When each member feels like they belong, their productivity increases and contributes positively to the team. Maslow’s Hierarchy of Needs ranks belonging as third on the list of human need, following physical needs and safety. All humans need belonging to thrive. Let it be at your workplace.
So, how do you motivate disengaged employees to become engaged?
Download Predictive Index’s full 44-page guide, How to Revolutionize your Culture and Maximize Your Productivity, to find out.
Then, call Amber Hurdle Consulting, a certified Predictive Index partner, to help you unite science and branding to create a team of engaged employees. Call us at (615) 721-2677.
About Abby
Abby Siegel Hyman is the Marketing + PR Manager at Amber Hurdle Consulting, and is a dual master’s graduate student at Vanderbilt University. She is the proud mom of the goldendoodle Willie–one of the office dog cheerleaders that keeps AHC innovative and engaged. Connect with Abby on LinkedIn.
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Amber Hurdle Consulting is a multi-award-winning talent optimization firm that pioneers using both science and marketing principles to solve these problems by strengthening your brand from the inside out. As a Predictive Index (PI) Certified Partner, we teach you how to generate and use real data in the form of people analytics, and then we sit on your bench as analytics experts, bringing along almost 20 years of branding, marketing and public relations experience. With these tools, we partner with you to design a compelling internal relations strategy featuring three key areas:
#1 We work with your leaders on their personal brands, so they increase self awareness and see and harvest the greatness in others.
#2 We teach you to use a scientific, repeatable method to recruit, retain and inspire top talent, elevating your culture while crafting a world-class employer brand.
#3 We then help you leverage strong leaders and a “best places to work” environment so that happy employees are serving happy customers…ultimately elevating your business brand.