What do you do if new employees are disengaged despite onboarding efforts?

While an open conversation is a good start when identifying disengagement, engagement is not a one step matter like onboarding. If lack of skill is the cause: skill or find the fit. But never forget engagement requires a leadership approach and process that ensures long-term individual bonding with a community and organization. Disengagement can originate in the culture of the organization, or the style of the management. Organizations with a focus on purpose-driven leadership, with managers who ensure that people find meaning in their activity and connect their personal objectives to the organization’s are more likely to attract, engage, and retain talent. This is a promising route to ensure people and partner engagement all along the way.

Here are my suggestions : 1. Evaluate Fit: Start by assessing whether the role meets the employee's expectations and capabilities. 2. Open Dialogue: Engage in an open conversation with the employee to understand their perspective and experiences in the role. 3. Identify Gaps: Use the dialogue to identify any skills or expectations gaps that may exist. 4. Adjust Strategies: Consider implementing additional training or adjusting the employee's responsibilities to better align with their skills and interests. 5. Continuous Feedback: Maintain ongoing communication to monitor the effectiveness of any adjustments and ensure the employee feels supported.

it's important to reassess the onboarding process. Take time to understand why they might be disengaged. It could be due to unclear expectations, lack of support, or mismatched roles. Engage in open conversations with them to identify areas for improvement and provide additional training or support if needed. Additionally, fostering a positive and inclusive work culture can help increase employee engagement in the long run.

I think, these points are really important to focus : 1. Promote Transparency: Actively encourage new hires to discuss their onboarding experiences and role expectations. 2. Diagnose Early: Use feedback to identify and address gaps in the onboarding process or misunderstandings about the role. 3. Implement Iteratively: Continuously refine your onboarding program based on the insights gathered from new employee feedback. 4. Foster Dialogue: Establish feedback as a regular, two-way communication to ensure ongoing improvements and employee satisfaction. 5. Make Targeted Adjustments: Quickly apply specific changes that directly respond to the feedback, enhancing the effectiveness and relevance of your onboarding process.

Getting feedback is important. Since not everyone is the same, everyone's reasons will be different. Therefore, you should prefer individualization in relationships. In order to get to know the employees, it is necessary to have regular conversations with them and try to understand their expectations. As they meet expectations, their motivation will increase, and they will strive to provide more benefits.

You can identify reasons for disengagement, adapt onboarding, and implement ongoing feedback and recognition to sustain engagement