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Tackling Employee Disengagement: 11 Signs To Look For

Forbes Human Resources Council
POST WRITTEN BY
Expert Panel, Forbes Human Resources Council

Disengaged employees can become a severe problem. Not only are they unhappy at their jobs, but they risk affecting their coworkers’ morale, as well. In addition, they can have a negative impact on the company’s productivity and company culture, with potentially devastating effects.

Behavior of this sort is contagious and can spread like wildfire within some companies. Containing and putting the fire out before it spreads is crucial to saving the organization.

Below, 11 experts from Forbes Human Resources Council share some of the red flags that conscientious managers should keep an eye out for to spot employee disengagement before it starts spreading.

Photos courtesy of the individual members.

1. Indifference

Indifference is a red flag an employee is becoming disengaged. If they are no longer caring, participating or doing the things they used to do when they initially started the job, this is a cause to move to correct. The best policy is honesty. Ask the employee what can be done to re-engage them in the workplace. Implement easy wins and create an action plan for continued satisfaction. - Tish McFadden, Maryland Oncology Hematology

2. A Downturn In Enthusiasm

Engaged people all share one thing: They enjoy the challenges inherent in the activities they pursue. When our abilities and interests are uniquely matched to an activity, we become deeply invested in it. This is the linchpin of engagement. It makes even hard work fun. So if you note a downturn in someone's behavior (e.g. volunteering or speaking up less), take the time to sit down and check in. - Leeno Karumanchery, PhD, MESH/Diversity

3. No More Passion For Innovation

You can tell an employee is falling through the cracks when their feedback and ideas for the company's future become generic or even nonexistent. If your team members are reducing their tasks to a day-to-day checklist and not showing enthusiasm for innovation, get them back on the right track by setting clear goals for their progress and encouraging them to improve their work-life balance. - Laura Spawn, Virtual Vocations, Inc.

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4. Drop In Participation And Accountability

As a manager, if you notice a sudden drop in team participation, lack of responsiveness to emails or requests against a previous baseline, then one should look deeper and see what could be driving that. It could be something at a personal level or it could be disengagement. - Srikant Chellappa, Engagedly

5. Radio Silence

Can you hear it? No, you only hear silence. That radio silence is the sound of employees becoming disengaged. Good managers address disengagement by engaging employees to identify “what” the cause of low engagement is and then they formulate a “how” of viable solutions to address specific challenges. - Bridgette Wilder, Wilder HR Management & EEO Consulting

6. A Decline In Work Quality

It’s rare that employee disengagement is identified by one sign, as there are typically multiple changes in behavior or work output that signify a disengaged employee. One common trait, however, is a noticeable decline in the quality of an employee’s work. When it becomes a pattern, management should address it in order to determine whether it’s due to disengagement, and if so, how to reverse it. - John Feldmann, Insperity

7. Frequent Tardiness

A clear sign of employee disengagement is frequent tardiness to meetings and work, including taking regular sick or personal days. When these patterns of behavior emerge, a manager should perform a wellness check with the worker to ensure everything is OK and revisit expectations. - Genine Wilson, Kelly Services

8. Absenteeism

Employees who call in sick regularly, duck out early and skip meetings and work functions are often disengaged with the organization. Managers can address this behavior by getting to the root of the problem and helping that person overcome that challenge. If absences are legitimate illnesses, think of ways to encourage employee wellness and incentivize participation in health programs. - Cameron Bishop, SkillPath

9. A Negative Attitude

The single biggest problem in terms of disengagement is a negative attitude. It’s easy to spot, can be hard to address, and is toxic not only for the unhappy employee, but for everyone around them. If someone is making disrespectful comments or resisting leadership direction, managers must address head on with a direct conversation to find out what is at the root of the employee’s concern. - Tracy Cote, Genesys

10. Sudden Drop In Career Progression

Disengagement has many symptoms, but an abrupt drop in employee career progression should definitely be a red flag. This manifests itself as a sudden lack of self- or professional development, which not only hurts the employee but the organization, as well. Managers can encourage training and development by adding these requirements to employee goals that align with company values and objectives. - Dr. Timothy J. Giardino, Cantata Health & Meta Healthcare IT Solutions

11. Less Care For Professional Appearance

Disengagement shows in the amount of effort you put into your work and that starts with appearance. Employees that start taking less care over their professional appearance may be doing so because they no longer care about the opinions of their colleagues. It may also indicate a personal issue, and addressing it is a great opportunity to look after your employees. - Karla Reffold, BeecherMadden