Are you engaged?

Are you engaged, or disengaged in your company?

Although employee engagement is vital for a business, only about 30% of employees are falling into that category. The remaining disengaged employees are classified in not engaged and actively disengaged. What that means is that the latter of those 2 are actively sabotaging their work and your business.
When you are looking at ways to improve your business and your bottom line, you may want to take a look at your employees, including yourself!

When you are the one being disengaged, you won't be able to develop your full potential.

How to identify a disengaged employee?
A disengaged employee might be someone who is displaying low energy. They might be spending a lot of time complaining, gossiping and blaming others. Doing "something else", like frequent  or extended breaks, showing up late/leaving early or spending an excessive amount of time on the internet, is also something that can be observed. Last, they will probably also totally avoid to communicate with their manager and do everything possible not to be noticed.

What causes employees to become disengaged?
There are many reasons that can cause an employee to become disengaged. For example, they could be dissatisfied with their job/work environment or feel trapped. Leadership/management is another reason. Maybe the employee doesn't feel respected, recognized enough or doesn't feel empowered.

Now, that you know what may cause employee disengagement, be proactive.

Find out if they need anything to make their job easier so that they can work more efficient. Empower, encourage and recognize your employees frequently, so that they don't feel they are being taken for granted. How can you improve your communication with your employees and involve them more?
Last, ask questions instead of telling them. Not very many people want to be told what to do. However, we all want to be part of the winning team, or part of a solution for that matter.

Next time you want to tell one of your employees how to do something, just ask your employee how they are planning on accomplishing it, and then wait and listen...



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