{"id":55310,"date":"2026-09-05T10:39:28","date_gmt":"2026-09-05T17:39:28","guid":{"rendered":"http:\/\/127.0.0.1:8081\/?p=55310"},"modified":"2026-09-05T10:39:28","modified_gmt":"2026-09-05T17:39:28","slug":"how-to-spot-disengaged-employees-and-reactivate-employee-engagement","status":"publish","type":"post","link":"https:\/\/franklincovey.kz\/en\/blog\/how-to-spot-disengaged-employees-and-reactivate-employee-engagement\/","title":{"rendered":"How to Spot Disengaged Employees and Reactivate Employee Engagement"},"content":{"rendered":"\n<section class=\"block block-blog-header\">\n    <div class=\"uk-flex uk-justify-sb\">\n        <div class=\"hero-content\">\n            <h1>How to Spot Disengaged Employees and Reactivate Employee Engagement<\/h1>\n                                <\/div>\n        <div class=\"hero-image\">\n                            <img decoding=\"async\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/blank.gif\"\n                dam=\"true\"\n                data-src=\"https:\/\/franklincovey.kz\/wp-content\/uploads\/fc-link001-pilot\/MRK22153101-Blog-Image-66.jpg\"\n                alt=\"\"\n                class=\"image-main lazy\">\n                    <\/div>\n    <\/div>\n    <span class=\" animated-line\"><\/span>\n<\/section>\n\n<section class=\"block block-pull-quote\">\n    <img decoding=\"async\" class=\"quote\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/quote.png\" alt=\"Quote PNG\">\n    <div class=\"quote-inner\">\n        <h2>\u201cOnly when people are sincerely and meaningfully involved are they willing to commit the best that is within them.\u201d<\/h2>\n        <p class=\"quote-author\">&mdash; Stephen R. Covey<\/p>\n    <\/div>\n    <span class=\"animated-line\"><\/span>\n<\/section>\n\n\n<p class=\"wp-block-paragraph\">Employee engagement is undoubtedly critical to the success of any organization. When your people are engaged, they are more productive, motivated, and committed to their work\u2014in both the short and long term. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">But according to <a href=\"https:\/\/www.gallup.com\/workplace\/643286\/engagement-hits-11-year-low.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">Gallup<\/a>, employee engagement has hit an 11-year low in 2024, with only 30% of full-time and part-time employees across the U.S. reporting that they felt highly engaged, involved, and enthusiastic when it comes to their jobs and their workplaces. All told, 17% of employees reported being actively disengaged at work, representing the lowest ratio of engaged to actively disengaged employees in over a decade. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is worrying news for many organizations, as disengagement and dissatisfaction can be silent productivity killers that negatively impact the entire workplace, affecting everything from morale to profitability. In fact, the estimated <a href=\"https:\/\/www.forbes.com\/sites\/karadennison\/2024\/07\/16\/gallup-says-88-trillion-is-the-true-cost-of-low-employee-engagement\/\" target=\"_blank\" rel=\"noreferrer noopener\">global cost of disengaged employees<\/a> tops $8.8 trillion per year. But despite its prevalence and its costliness, employee disengagement is too often ignored or dismissed until it\u2019s reflected in missed goals, high rates of churn, and negative reviews from former employees. By then, organizations have no choice but to take reactive steps rather than proactively prevent issues before they can cause long-lasting damage.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Identifying and addressing employee disengagement early on is essential for maintaining a healthy, thriving work environment\u2014a critical element of any high-achieving organization. It\u2019s also a great way for organizations to avoid costly problems like low productivity, attrition, poor results, and even safety hazards. But why exactly do employees become disengaged at work? And what steps can today\u2019s leaders take to turn things around?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Understanding the root causes of employee disengagement and dissatisfaction, learning to spot the signs of disengaged employees, and empowering your team to address those issues effectively will allow your organization\u2019s leaders to make a widespread cultural impact that positively influences performance and results.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>What is Employee Disengagement?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employee disengagement occurs when employees lack enthusiasm, commitment, and connection to their work or the organization. Disengaged employees often feel disconnected from their roles, resulting in decreased productivity and overall job satisfaction. This disengagement can be temporary, in some cases, or it can be a chronic issue that requires intervention. Understanding the nuances of disengagement helps leaders pinpoint where and how to take corrective action.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Types of Disengagement<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employee disengagement can manifest in various forms that affect employees differently. The most common types include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Active Disengagement:<\/strong> Actively disengaged employees not only lack commitment but also exhibit negative behaviors that can disrupt the workplace. They may complain frequently, undermine company initiatives, or influence others in negative ways.<\/li>\n\n\n\n<li><strong>Passive Disengagement:<\/strong> Passively disengaged employees are indifferent toward their work. They do the bare minimum and are often physically present but mentally checked out. This is sometimes referred to as \u201cquiet quitting.\u201d It can be harder to detect, but it\u2019s often just as damaging as active disengagement.<\/li>\n\n\n\n<li><strong>Situational Disengagement:<\/strong> This type of disengagement occurs due to specific circumstances, such as changes in leadership, role ambiguity, or personal issues. It may be temporary but needs to be managed to prevent long-term consequences.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Understanding the types of disengagement, as well as their root causes, can help leaders identify the right strategies to re-engage employees based on the organization\u2019s specific needs and challenges.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Revealing the Common Causes of Employee Disengagement<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Feeling disengaged at work may be a common experience for many employees, but that doesn\u2019t mean it can be chalked up to merely a \u201cbad fit.\u201d To effectively address disengagement, leaders need to first determine why employees might feel detached from their work in the first place. As Stephen R. Covey says, \u201cYou can&#8217;t change the fruit without changing the root.\u201d Identifying the root cause of your employees\u2019 disengagement\u2014and committing to impactful changes\u2014is essential. With that in mind, which organizational and cultural circumstances often lead to employee disengagement?<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>The Number One Culprit: Absence of Purpose<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There are several contributing factors that can lead to an employee feeling less invested in their job. But arguably, a lack of greater purpose is the most glaring indicator of employee disengagement. When team members feel disconnected from their work, their individual impact, and their organization\u2019s mission, they\u2019ll also understandably feel unfulfilled in their jobs. That lack of fulfillment can have major ripple effects on turnover and productivity, and it can magnify any other workplace issues\u2014like a subpar culture or inadequate benefits\u2014tenfold. And while it\u2019s sometimes easier to point to cultural clashes or insufficient paid time off as the root causes, those problems are often merely a symptom of something bigger: a lack of purpose.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Simply put, we all want to experience a sense of purpose, both at work and at home. In fact, studies have shown that nearly <a href=\"https:\/\/www.mckinsey.com\/capabilities\/people-and-organizational-performance\/our-insights\/help-your-employees-find-purpose-or-watch-them-leave\" target=\"_blank\" rel=\"noreferrer noopener\">90% of people want to feel more purpose<\/a> in their lives. And while 70% of people indicate their sense of purpose is chiefly defined by their work, only 15% of frontline employees and managers say that they can live their purpose at work. Interestingly, 85% of upper management and executives agree that they\u2019re able to live their purpose in the workplace. This indicates a massive disparity within the traditional organizational hierarchy. And because research indicates correlations between those who feel they can\u2019t live their purpose at work with lower levels of energy, satisfaction, and engagement, that disparity should give leaders pause.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These findings are aligned with Frederick Herzberg\u2019s two-factor theory, which suggests there are two sets of factors\u2014known as \u201chygiene\u201d factors and \u201cmotivator\u201d factors\u2014that have an impact on employee engagement. While organizations need to address both sets of factors, the idea is that each set operates independently. Motivators, or satisfiers, are the factors that actually contribute to employee engagement, satisfaction, and motivation. These are tied to intrinsic needs, like purpose and achievement in the workplace. Ultimately, they keep employees feeling invested in their jobs and lead to greater growth. Hygiene factors, on the other hand, can be used to prevent dissatisfaction but don\u2019t typically lead to true engagement; these include things like salary and benefits, culture, and workplace relationships. Like having good hygiene, these factors are the bare minimum to get someone through the door\u2014but they aren\u2019t going to be the reason why someone gets a promotion or stays at your organization for years to come.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Effective leaders know how to clearly and consistently communicate their organization\u2019s mission and connect that mission to both larger team goals and individual employee purpose. When you create a shared vision and strategy\u2014and communicate it to your team\u2014you\u2019ll take an important step in developing that sense of purpose on an individual level.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Learn how <em>The 4 Essential Roles of Leadership\u00a9<\/em> can help you <a href=\"http:\/\/127.0.0.1:8081\/courses\/4essentialroles\/role-2-create-vision\/\">Create Vision<\/a> for your team.<\/strong><\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Contributing Factors to Employee Disengagement and Dissatisfaction<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Despite being seen as secondary contributors, hygiene factors still play an important role in employee engagement and satisfaction. To thrive, organizations and leaders need to pay attention to and address all potential causes of employee disengagement and dissatisfaction from both categories\u2014particularly because they\u2019re often intertwined.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Lack of Recognition<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Recognition falls under the category of motivators in the two-factor theory and is often directly tied to employee investment and purpose. Employees who feel their efforts go unnoticed or undervalued are more likely to lose motivation and become disengaged. Recognition is not just about monetary rewards; it\u2019s about acknowledging contributions, expressing gratitude, and making employees feel valued for their hard work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When recognition is absent, employees may begin to question the importance of their role and contributions, leading to a sense of insignificance within the organization. This lack of appreciation can create a perception that hard work is neither valued nor necessary, ultimately resulting in decreased effort, enthusiasm, and engagement. Regular, genuine recognition can foster a positive work environment, boost morale, and encourage employees to maintain or even enhance their performance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This ultimately comes down to fostering a culture that makes employees feel valued and ensuring that your organization\u2019s leaders are committed to communicating those acknowledgements to their team. A recent <a href=\"https:\/\/www.gallup.com\/394373\/indicator-employee-engagement.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">employee engagement poll<\/a> found that only 27% of workers agreed they had received recognition or praise for doing good work during the previous week. That translates to a lot of missed opportunities for appreciation in the workplace.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">FranklinCovey\u2019s former chief people officer, Todd Davis, describes a truly memorable incident early on in his career when he found himself unexpectedly receiving his manager\u2019s praise. In his Wall Street Journal bestselling book, <em>Get Better: 15 Proven Practices to Build Effective Relationships at Work<\/em>, Davis writes:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cAfter an early morning company meeting, my boss Pam introduced me to one of the members of the senior leadership team. As we shook hands, she announced, \u2018Let me tell you what Todd has accomplished during his first thirty-five days with us.\u2019 I panicked and couldn\u2019t imagine what she was about to say; I couldn\u2019t think of one thing I\u2019d done during the past thirty-five days that warranted attention from a member of the senior leadership team. Sick to my stomach, I listened as Pam continued, \u2018Todd filled the sales position in Chicago that has been vacant for the past six months, he\u2019s drafted a relocation policy we\u2019ve needed for quite some time, he\u2019s created a recruitment strategy for the coming year\u2026\u2019 And the list went on.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cNow, I don\u2019t share this story to boast about my successes. I share it because I remember that moment like it was yesterday. While I realized that I had accomplished the things Pam was describing, I was in shock that she took such an active interest in what I was doing. I remember thinking at the time, this woman believes I can do anything. That belief resonated in me for years to come, and I made it a priority to exceed her expectations with anything and everything she asked. Pam truly believed in me\u2014more than I believed in myself\u2014and I wasn\u2019t about to prove her wrong.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This anecdote illustrates the undeniable power of recognition. Even though this particular incident took place decades before, Todd Davis has carried it with him throughout his entire career. Todd\u2019s boss made the effort to sing his praises to the company\u2019s higher-ups\u2014in Todd\u2019s presence\u2014and it made all the difference.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Unsupportive Culture<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In many cases, a lack of recognition for employees can signal greater cultural issues within the organization. In 2023, fewer than 40% of workers felt that their supervisor or their work colleagues cared about them as people, while fewer than 30% of those workers felt their opinions mattered at work. Fostering a culture that values diverse perspectives, inclusivity, psychological safety, work-life balance, and truly caring for employees\u2014through financial compensation, time off, flexible scheduling, or other means\u2014can have a massive impact on employee engagement. In fact, studies have shown that employees\u2019 positive perceptions of their company\u2019s culture correlate with higher engagement at work, while the majority of disengaged employees report they\u2019d leave their current organizations for a company with a better culture.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The connection between company culture and employee engagement is virtually undeniable\u2014and so is the connection between employee engagement and better results. As Christi Phillips Ph.D., FranklinCovey\u2019s director of learning, development, and inclusion, says: \u201cPeople stay and contribute within cultures of trust, equity, and inclusion, leading the workplace to higher engagement, more innovation, and better business outcomes.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">With all that in mind, what are the cultural shortcomings that can lead to higher rates of disengagement and decreased results? Across the board, workers reported feeling increasingly detached from their employers last year, citing unclear expectations within their roles and a decreased connection to their organization\u2019s purpose or mission as major factors. In fact, only 32% of workers surveyed said that their company\u2019s mission or purpose made them feel their jobs were important. Prioritizing connection, communication, and transparency is paramount for organizations, especially those operating within a hybrid or remote model. Ensuring that employees feel heard, understood, and connected\u2014regardless of where they\u2019re physically located\u2014is the goal. When those basic needs aren\u2019t met, most employees will understandably feel apathetic and detached.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Substandard Leadership<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Leadership plays a crucial role in employee engagement. Poor leadership\u2014whether evident through ineffective communication, lack of support, or inconsistent management practices\u2014can quickly lead to disengagement among employees. Leaders who fail to inspire, provide clear direction, or support their teams can cause employees to feel undervalued, isolated, and disconnected from the company\u2019s goals and values. As Sean Covey points out, \u201cIn most organizations, only 15% of the front line can name the most important goals of the team. The further from the top of the organization they are, the lower the clarity.\u201d That absence of clarity will assuredly be revealed in your organization\u2019s results and in your employees\u2019 sense of purpose at work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A lack of trust in leadership can also foster a negative work environment, where employees feel hesitant to express their ideas, take initiative, or fully commit to their roles. This distrust and lack of guidance can significantly contribute to disengagement, as employees are less likely to invest in their work if they do not feel guided, supported, or valued by their leaders. Leaders and organizations that default to distrusting their employees through micromanagement, lack of autonomy, or poor transparency and communication<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">typically find that employees will respond in kind. But in workplaces where mutual trust is high, both engagement and productivity will soar.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><a href=\"https:\/\/resources.franklincovey.com\/c\/od-cultivate-trust-to-unleash-drive?x=j2jOoD&amp;lb-mode=overlay\">Watch On-Demand Webcast: Daniel Pink and Stephen M. R. Covey\u2014Cultivate Trust to Unleash Drive<\/a><\/strong><\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Inadequate Professional Growth<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Engaged employees can see clear career paths and opportunities for skill development within their organization; when these paths and opportunities aren\u2019t present, employees may feel stagnant and unmotivated. This sense of stagnation can lead employees to look outside the organization for opportunities that fulfill their career aspirations, resulting in increased turnover and a loss of valuable talent.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">To retain and engage employees, organizations must prioritize professional development by offering training, mentorship, and clear advancement opportunities that align with employees&#8217; career goals and aspirations. This not only boosts engagement but also builds a more skilled and committed workforce. As Stephen M. R. Covey says, \u201cTrue leaders unleash greatness by seeing it, communicating it, and developing it.\u201d Failing to develop those professional growth opportunities for your team members by creating promotional paths, having regular conversations about career aspirations, or establishing mentorship programs and courses for upskilling sends the message that your organization doesn\u2019t care if employees leave\u2014and so they will.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Recognizing the Signs of a Disengaged Employee<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">To identify the potential causes of employee disengagement, organizations and leaders must look inward; engaging in honest introspection\u2014taking an accurate assessment of leadership and culture\u2014can reveal areas that need attention. But you\u2019ll also want to know how to spot the signs of disengaged employees to determine whether these root causes are already having an impact on your people. An ounce of prevention is worth a pound of cure, of course, but once these signs become more widespread, your plan of action will need to follow suit.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Decreased Productivity<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">One of the most common\u2014and often the most obvious\u2014signs of a disengaged employee is a noticeable decline in productivity. Disengaged employees may put in minimal effort, miss deadlines, or produce lower-quality work compared to their engaged coworkers. This drop in productivity can have a ripple effect, significantly impacting team performance and project outcomes. For instance, an employee who consistently misses deadlines or submits work that requires frequent revisions not only slows down workflow but also burdens other team members who may need to pick up the slack. A drop in output, noticeable procrastination on tasks, or a need for constant supervision are all red flags that indicate an employee is disengaged and struggling to stay motivated.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Learning how to increase productivity is valuable for all employees, especially at a time when workers are facing numerous distractions and information overload.<a href=\"http:\/\/127.0.0.1:8081\/courses\/the-5-choices\/\"> The 5 Choices to Extraordinary Productivity\u00ae<\/a> can help both leaders and team members focus on the right tasks to better manage time and energy. That said, these principles won\u2019t prove effective without addressing the underlying causes of low productivity and its connection to disengagement within your organization.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Negative Attitude<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Disengaged employees may display a lack of enthusiasm, resistance to change, or a general sense of apathy toward their work. This negative mindset can manifest in various ways, such as frequent complaints about tasks, management, or company policies. They may also exhibit a noticeable lack of participation in team activities or meetings, further isolating themselves from the group. Negative body language\u2014like eye-rolling, sighing, or avoiding eye contact\u2014are non-verbal cues that also suggest dissatisfaction. This behavior can be contagious, potentially spreading negativity and lowering morale among other team members.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Leaders cannot ignore these behaviors; instead, they need to get curious about what\u2019s causing them. One-on-one meetings can give managers the opportunity to reveal the real drivers of behavioral issues like these while building trust and opening crucial lines of communication. Not sure where to begin? Download our free tool: <a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-100-questions-for-better-1-on-1s?x=j4G37p&amp;lb-mode=overlay\">101+ Questions for Better 1-on-1s with Your Direct Reports<\/a><\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Absenteeism<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">While absenteeism can be attributed to personal challenges like mental health struggles and family issues, it can also be another prominent sign of disengagement. Disengaged employees often feel less motivated to come to work and may avoid their responsibilities, resulting in frequent lateness, extended breaks, or unplanned days off\u2014all of which can disrupt team workflow and project management. Increased absenteeism can also disrupt team dynamics and put additional pressure on other team members, who may need to take on extra work to cover for the absent employee. Over time, chronic absenteeism can lead to a loss of trust and reliability within the team, as other members may feel overburdened or frustrated by the inconsistency. High absenteeism rates can also increase operational costs, impact deadlines, and ultimately affect overall productivity, making it a critical issue for leaders to address.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That said, effective leaders encourage their employees to use their paid time off\u2014provided that policies aren\u2019t being abused\u2014and make full use of time \u201coff the clock\u201d for recovery and renewal. If employee absenteeism can be attributed to burnout or a lack of self-care, creating a culture that values taking breaks, prioritizes physical and mental well-being, and models healthy habits and work-life balance will allow employees to fill their cups, so to speak, rather than run on empty.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>The Business Impact of Disengaged Employees on the Workplace<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Failing to address employee disengagement can have huge ramifications for any organization. Great leaders care about individual experiences, but employee engagement doesn\u2019t occur in a vacuum. Not only can the actions of one disengaged employee have a detrimental ripple effect on a team, but more widespread disengagement can bring your organization to a screeching halt. Having a clear understanding of the risks associated with disengaged employees can encourage leaders to act before it\u2019s too late.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Depleted Team Morale<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Disengaged employees often exhibit a lack of enthusiasm and negative behaviors that can spread, leading to decreased morale and engagement among their peers. This can create a toxic work environment where frustration, conflict, and dissatisfaction become the norm. Team members who are constantly exposed to disengaged behaviors may also begin to lose motivation, creating a cycle of disengagement that is difficult to break.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In <a href=\"http:\/\/127.0.0.1:8081\/courses\/6-critical-practices\/\">The 6 Critical Practices of Leading a Team\u2122<\/a>, your organization\u2019s leaders can master the tools, skills, and mindset needed to drive employee engagement, innovation, and results. Creating a culture of feedback, holding regular 1-on-1s, and leading teams through change can have positive effects on morale and engagement.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Financial Struggles<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The financial implications of disengaged employees cannot be understated. Disengagement can lead to higher turnover rates, increased absenteeism, and decreased productivity\u2014all of which have a direct impact on the bottom line. Organizations with a high number of disengaged employees often face increased recruitment and training costs as they struggle to replace dissatisfied staff. Additionally, disengaged employees are less likely to contribute innovative ideas or go the extra mile, which can stifle growth and competitiveness.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">On the other end of the spectrum, organizations with highly engaged employees generally see notable gains. Business units operating in the <a href=\"https:\/\/www.forbes.com\/sites\/karadennison\/2024\/07\/16\/gallup-says-88-trillion-is-the-true-cost-of-low-employee-engagement\/\">top percentile of employee engagement<\/a> experience 23% higher profitability, 10% higher customer loyalty, and 14% higher productivity than organizations with lower rates of employee engagement. Additionally, factors like theft, safety incidents, turnover, and absenteeism see major decreases in workplaces with higher employee engagement, while increased rates of employee well-being, retention, and product quality all have positive correlations with engagement rates. In other words, there\u2019s an undeniable financial incentive to improve engagement in the workplace.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Lowered Brand Reputation and Innovation<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In addition to impacting your organization\u2019s bottom line and the morale of your teams, employee disengagement can have a negative effect on your company\u2019s ability to innovate and positively differentiate itself in the market. Of course, these setbacks certainly have financial implications, but they can also harm your organization\u2019s brand reputation, for example, in ways that are a bit harder to measure. For example, disengaged former employees might flock to your company\u2019s Glassdoor page to warn job candidates to steer clear; while this might not be tied directly to lagging sales, it can make it more difficult to recruit and retain employees in the long run.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Conversely, engaged employees typically exhibit higher rates of loyalty and may even act as brand advocates. Studies show that engaged employees are <a href=\"https:\/\/www.gallup.com\/workplace\/324287\/engaged-employees-say-brand.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">23 times more likely<\/a> than disengaged employees to recommend their organization as a great place to work. In all, engaged employees have a higher probability of staying with their employers and talking about their workplaces in positive ways, encouraging both customers and candidates to consider their organization.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">But while employee disengagement can lead to higher turnover in the long run, that doesn\u2019t mean disengaged employees will leave. Disengaged employees do frequently stay on board\u2014and when they do, they\u2019ll be less likely to make meaningful contributions or want to unleash their creative potential to help your teams innovate. In a world with seemingly endless choices, this lack of innovation can keep your organization from remaining relevant or competitive. That, too, can present huge barriers when trying to maintain or improve brand reputation. While metrics around reputation and innovation may not be as clear-cut as profitability and productivity, they should still be a chief consideration for organizations looking to make their mark in the marketplace<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Effective Strategies to Re-Engage Employees<\/strong><\/p>\n\n\n<section class=\"block block-pull-quote\">\n    <img decoding=\"async\" class=\"quote\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/quote.png\" alt=\"Quote PNG\">\n    <div class=\"quote-inner\">\n        <h2>\u201cThere is no quick fix to chronic problems. To solve these, we must apply natural processes. The only way we can reap the harvest in the fall is to plant in the spring and to water, weed, cultivate, and fertilize during the long summer.\u201d<\/h2>\n        <p class=\"quote-author\">&mdash; Stephen R. Covey<\/p>\n    <\/div>\n    <span class=\"animated-line\"><\/span>\n<\/section>\n\n\n<p class=\"wp-block-paragraph\">The costs of employee disengagement demonstrate the clear value in preventing this problem before it becomes widespread. But what are the best ways to avoid disengagement and re-engage employees who may be at risk within your organization? <\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Build Empathic Leaders<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Developing empathic leaders is a key strategy in re-engaging disengaged employees. The traditional \u201ccommand and control\u201d leadership style simply isn\u2019t practical or effective in our digital age; it won\u2019t inspire the level of commitment, collaboration, and performance today\u2019s organizations need to thrive.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Instead, today\u2019s effective leaders need to build trust and inspire their teams. One way to do that is through empathetic leadership. Empathic leaders are attuned to the emotions, needs, and challenges of their team members, which allows them to create a more supportive and inclusive work environment. By demonstrating empathy, leaders can build trust, improve communication, and foster a sense of belonging among employees.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Techniques to Try<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Active Listening:<\/strong> Empathic leaders practice active listening, showing that they value employees\u2019 input and are committed to understanding their perspectives. Habit 5 of <em>The 7 Habits of Highly Effective People\u00ae<\/em>\u2014Seek First to Understand, Then to Be Understood\u00ae\u2014centers around empathetic communication, honoring others\u2019 perspectives, and engaging in respectful expression of thoughts.<\/li>\n\n\n\n<li><strong>Personal Check-Ins:<\/strong> Regular 1-on-1 meetings to discuss not just work-related topics but also personal well-being can help leaders connect with employees on a deeper level. Holding 1-on-1s consistently can deepen understanding of issues, encourage team member problem-solving, and create the ideal conditions for high performance, engagement, and trust\u2014in many cases, before disengagement becomes a larger issue. Read more about holding regular 1-on-1s in <a href=\"http:\/\/127.0.0.1:8081\/courses\/6-critical-practices\/communicate-as-a-coach\/\">The 6 Critical Practices of Leading a Team.<\/a><\/li>\n\n\n\n<li><strong>Supportive Feedback:<\/strong> Providing constructive feedback in a positive and supportive manner helps employees feel valued and understood, even when addressing areas for improvement. <a href=\"http:\/\/127.0.0.1:8081\/courses\/6-critical-practices\/use-feedback-as-fuel\/\">Creating a culture of feedback<\/a> that balances courage and consideration is key when giving any kind of feedback to team members. As Stephen R. Covey said, \u201cIt\u2019s a great disservice not to say what needs to be said because it isn\u2019t comfortable. Care enough to give honest, accurate feedback.\u201d<\/li>\n<\/ul>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Stay Connected with Your Team\u2019s Goals and Organization\u2019s Mission<\/strong><\/p>\n\n\n<section class=\"block block-pull-quote\">\n    <img decoding=\"async\" class=\"quote\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/quote.png\" alt=\"Quote PNG\">\n    <div class=\"quote-inner\">\n        <h2>\u201cIf a clear and compelling purpose exists, people will volunteer their best efforts.\u201d<\/h2>\n        <p class=\"quote-author\">&mdash; Stephen M. R. Covey<\/p>\n    <\/div>\n    <span class=\"animated-line\"><\/span>\n<\/section>\n\n\n<p class=\"wp-block-paragraph\">Employees can\u2019t feel connected to their team\u2019s or organization\u2019s goals\u2014and, therefore, their jobs\u2014if they aren\u2019t clear on those goals and their role in achieving them. As Chris McChesney, the best-selling author of <em>The 4 Disciplines of Execution\u00ae<\/em>, says: \u201cNothing is more motivating than belonging to a team of people who know the goal and align themselves to get there.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Actually doing that, of course, can feel like an intimidating task. But when leaders learn how to focus on a Wildly Important Goal\u00ae (WIG), act on the right lead measures, keep a scoreboard, and foster a culture of accountability, this framework can give team members the clarity they need to unleash their performance potential. Whether you follow the <em>The 4 Disciplines of Execution<\/em> System or another tracking method, aligning your teams on your goals can help employees see that their contributions matter\u2014and that sense of purpose can go a long way in improving engagement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It&#8217;s not just about tracking performance metrics. Effective leaders also know how to link those metrics to a grander vision or aspirational purpose. When leaders can inspire their team members to think bigger, they can create a vision that shows teams where they\u2019re going and why. This clear sense of vision can allow leaders to engage their teams in truly meaningful work, allowing each team member to contribute in ways that are unique to their skillsets, experiences, and perspectives.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">What matters most to your team? <a href=\"https:\/\/msb.franklincovey.com\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Build your mission statement<\/strong><\/a><strong> to develop purpose and drive your work.<\/strong><\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Establish Learning and Development Programs<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Investing in learning and development programs is an effective way to re-engage employees by addressing their desire for professional growth. These programs can include training, workshops, mentorship opportunities, and access to resources that help employees develop new skills or advance their careers. The <a href=\"http:\/\/127.0.0.1:8081\/all-access-pass\/\" target=\"_blank\" rel=\"noopener\">FranklinCovey All Access Pass\u00ae<\/a> offers a wide variety of fully customizable learning and development options for organizations looking to improve leadership, individual effectiveness, cultural initiatives, and breakthrough results while preventing or addressing employee disengagement\u2014taking the guesswork out of L&amp;D for many organizations.<\/p>\n\n\n\n<section class=\"block block-image-with-text \">\n    <div class=\"uk-flex uk-justify-sb has-background bg-color-gray\">\n                    <div class=\"it-text\">\n                <h2 class=\"heading\">The Most Trusted Leadership Company<\/h2>                <p>Learn how your organization can use our people, content, and technology to create collective action and meaningful change.<\/p>\n                                    <div class=\"cta\">\n                                                            <a href=\"http:\/\/127.0.0.1:8081\/about\/contact-us\/\" target=\"_self\" alt=\"Request a Demo\" class=\"btn btn-primary\">Request a Demo<\/a>\n                                            <\/div>\n                            <\/div>\n            <div class=\"it-image\">\n                                    <img decoding=\"async\" \n                        src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/blank.gif\"\n                        data-src=\"https:\/\/franklincovey.kz\/wp-content\/uploads\/2023\/05\/blog_engage-cta_785x450.jpg\"\n                        alt=\"\"\n                        class=\"bw-to-color lazy\">\n                            <\/div>\n            <\/div>\n    <span class=\"animated-line\"><\/span>\n<\/section>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Benefits of Learning and Development for Organizations<\/strong><a id=\"_msocom_1\"><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Skill Enhancement<\/strong>: Employees who have access to development opportunities are more likely to feel competent and capable in their roles, which boosts engagement. At a time when upskilling and reskilling are continuing to make headlines, providing learning opportunities with your organization can often keep team members from looking elsewhere for both employment and professional development.<\/li>\n\n\n\n<li><strong>Career Advancement<\/strong>: Offering clear pathways for career advancement through skill development helps employees see a future within the organization, reducing the likelihood of disengagement. Leaders can build trust and unleash potential by helping reports identify career goals and next steps, give feedback, and use coaching to manage those team members in the right direction.<\/li>\n\n\n\n<li><strong>Increased Loyalty<\/strong>: Employees who feel that their employer is invested in their growth are more likely to remain loyal and engaged with the organization. In times of economic uncertainty and with layoffs looming, many job seekers are looking for a safe place to land. By investing in employees\u2019 growth, development, and well-being, organizations will often see lower rates of turnover and absenteeism, as well as increased brand advocacy that benefits your organization.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/resources.franklincovey.com\/c\/how-to-build-trust-a?x=j4G37p&amp;lb-mode=overlay\"><strong>Download Our Free Guide: How to Trust and Unleash the Potential of Your Direct Reports<\/strong><\/a><\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Develop Employee Recognition Systems<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Implementing a robust recognition and rewards program is another powerful strategy for re-engaging employees. Recognition can take many forms, from verbal praise and written acknowledgments to financial rewards and career advancement opportunities. Recognizing employees\u2019 efforts and achievements fosters a culture of appreciation, which can significantly enhance engagement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em><strong>Best Practices<\/strong>:<\/em><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Timely Recognition<\/strong>: Recognize employees as soon as possible after a significant achievement to ensure the recognition feels relevant and impactful. The longer the wait, the less impact you\u2019ll have.<\/li>\n\n\n\n<li><strong>Personalized Rewards<\/strong>: When possible and appropriate, tailor the rewards to the preferences and interests of the employees to make them more meaningful. Steer clear of rewards that may not align with the recipient\u2019s health concerns or religious practices, such as alcohol.<\/li>\n\n\n\n<li><strong>Consistent Praise<\/strong>: Make recognition a regular part of the workplace culture\u2014not just a once-in-a-while occurrence. Consistency in praise helps maintain high levels of motivation and engagement. Effective leaders don\u2019t limit their praise to a select few, nor do they continuously praise those on their same level rather than their reports.<a id=\"_msocom_1\"><\/a><\/li>\n<\/ul>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Cultivate Psychological Safety and Trust<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Psychological safety in the workplace is about more than providing mental health resources or vague offers of support during difficult times. A psychologically safe workplace is one that ensures team members feel heard, understood, valued, and supported\u2014especially when it comes time to share feedback and opinions, take risks, make mistakes, and trust both coworkers and leaders around them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A psychologically safe workplace encourages team members to voice their ideas and share their unique perspectives, leading to greater innovation and better results. And because employees feel empowered to speak up, instead of fearing the potential consequences of making mistakes, they\u2019ll also feel more valued, motivated, and engaged.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Rather than hoping for psychological safety to magically emerge, leaders and organizations must make a concerted effort to develop and nurture this proverbial safety net. When leaders explicitly request and graciously accept feedback, demonstrate how they\u2019ve learned from past mistakes, and encourage thoughtful risk-taking, they\u2019ll help to establish a psychologically safe environment for their employees.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bestselling author Liz Wiseman explained in her interview on the <em>Be a Better Leader<\/em> podcast, \u201cYou need to create an environment where people can come back from mistakes. To do this, we need to detoxify this idea that making a mistake is avoidable\u2014that making a mistake is bad. Helping people build resilience is really helping people learn. How do we turn mistakes into learning and that learning into high-quality thinking? How do you go from mistake to success really fast? Of all the things we looked at that leaders can do to create an environment of learning, the number one thing was to talk about your own mistakes.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cultivating trust goes hand-in-hand with psychological safety. Trust can be difficult to measure, but at its heart, it\u2019s a function of character and competence. Leaders who display high integrity, positive intent, impressive skills, and real results can inspire trust in their reports. Courses like <a href=\"http:\/\/127.0.0.1:8081\/courses\/leading-at-the-speed-of-trust\/\"><em>Leading at the Speed of Trust<sup>\u00ae<\/sup><\/em><\/a> can help your organization\u2019s leaders strengthen valuable trust signals and see that trust-building pay off in their team\u2019s performance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"http:\/\/127.0.0.1:8081\/why-franklincovey\/winning-culture\/increase-trust\/\"><strong>Learn more about building trust in the workplace<\/strong><\/a><strong><\/strong><\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Encourage Employee Renewal<\/strong><\/p>\n\n\n<section class=\"block block-pull-quote\">\n    <img decoding=\"async\" class=\"quote\" src=\"https:\/\/franklincovey.kz\/wp-content\/themes\/franklincovey\/img\/quote.png\" alt=\"Quote PNG\">\n    <div class=\"quote-inner\">\n        <h2>\u201cWellbeing significantly impacts executive presence. Emotional regulation, resilience, empathy, and communication are much more difficult if you\u2019re not whole physically, emotionally, and spiritually.\u201d<\/h2>\n        <p class=\"quote-author\">&mdash; Jen Colosimo<\/p>\n    <\/div>\n    <span class=\"animated-line\"><\/span>\n<\/section>\n\n\n<p class=\"wp-block-paragraph\">Employees are more likely to be disengaged at work if they\u2019re feeling burned out, stretched thin, and unappreciated. When employees don\u2019t feel empowered to care for themselves and have a healthy work-life balance, those feelings of exhaustion and resentment will catch up to them\u2014and your organization\u2014eventually, whether it\u2019s through low productivity, absenteeism, or turnover.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sharpen the Saw\u00ae, Habit 7 of <em>The 7 Habits of Highly Effective People<\/em>, emphasizes the importance of self-renewal\u2014in mind, body, heart, and spirit. This self-care serves a real purpose: When you nurture your needs and revitalize yourself ritualistically rather than sporadically, you can show up more effectively at work and in other areas of your life. By modeling the importance of renewal\u2014through the preservation and enhancement of their physical, social\/emotional, mental, and spiritual well-being as a regular practice\u2014leaders can encourage their teams to do the same.<\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Practical Tips for Encouraging Self-Renewal and Setting Work-Life Boundaries<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Provide employees with the means to practice self-renewal inside and outside the workplace, including PTO policies, remote or flexible work structures, employer-sponsored health benefits, and company-wide renewal programs.<\/li>\n\n\n\n<li>Set and communicate clear priorities and goals for your team that encourage your reports to prioritize what\u2019s most important, rather than reacting to the seemingly urgent.<\/li>\n\n\n\n<li>Lead by example! When you model healthy boundary-setting for your team\u2014like not responding to emails after business hours, turning off Slack notifications in the evening, or sharing weekend plans that don\u2019t include work\u2014employees will feel they can disconnect and recharge when they\u2019re off the clock.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/resources.franklincovey.com\/c\/tlg-3-steps-to-build-a-culture?x=j4G37p&amp;lb-mode=overlay\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Download Our Free Guide: 3 Steps to Build a Culture Where Teams Thrive<\/strong><\/a><\/p>\n\n\n\n<p class=\"has-large-font-size wp-block-paragraph\"><strong>Making Employee Engagement a Priority<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There\u2019s no quick fix or magic cure-all that can instantly make employees feel connected to their organization. What\u2019s more, employee disengagement is typically a symptom of underlying problems; without addressing those deep-rooted issues within your organization, widespread disengagement will continue to impact your culture, productivity, and results. But by having the courage to face those challenges and make impactful change, you can transform your leadership, teams, and organization to keep employees engaged and on-board\u2014allowing you to unlock potential and unleash performance.<\/p>\n\n\n\n<section class=\"block block-blog-tools\">\n    <div class=\"ctas\">\n        <a href=\"https:\/\/www.franklincovey.com\/blog\/employee-engagement-igniting-a-productive-workforce\/\"\n           alt=\"Learn How To Re-Ignite Employee's Passion And Productivity\"\n           target=\"_self\"\n           class=\"category-link\" >Learn How To Re-Ignite Employee&#8217;s Passion And Productivity &rsaquo;<\/a>\n        <br><br>\n        <a href=\"http:\/\/127.0.0.1:8081\/about\/contact-us\/\"\n           alt=\"Contact Us\"\n           text=\"_self\"\n           class=\"btn btn-outline\">Contact Us<\/a>\n    <\/div>\n    <\/div>","protected":false},"excerpt":{"rendered":"<p>Employee engagement is undoubtedly critical to the success of any organization. When your people are engaged, they are more productive, motivated, and committed to their work\u2014in both the short and long term. But according to Gallup, employee engagement has hit an 11-year low in 2024, with only 30% of full-time and part-time employees across the [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":43210,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[60],"tags":[],"class_list":["post-55310","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-winning-culture"],"acf":[],"_links":{"self":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/posts\/55310","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/comments?post=55310"}],"version-history":[{"count":0,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/posts\/55310\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/media\/43210"}],"wp:attachment":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/media?parent=55310"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/categories?post=55310"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/tags?post=55310"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}