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What do you do if your employees are disengaged and affecting the success of your business?

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Employee engagement is a key factor for the success of any business. It reflects how committed, motivated, and productive your employees are, and how they feel about their work and the organization. However, not all employees are engaged, and some may even be actively disengaged, meaning they are unhappy, unproductive, and disruptive. This can have serious consequences for your business, such as lower performance, higher turnover, lower customer satisfaction, and lower profitability. So, what do you do if your employees are disengaged and affecting the success of your business? Here are some steps you can take to address this issue and improve employee engagement.

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Jacinto García

Director de Talento en SIDN Digital Thinking
Todd Cooper

3x Founder | 2x Exit | CEO at Waxelene
Eduardo Humberto

CEO | CFO | Diretor | Executivo | Controller | Administrativo-Financeiro

1 Identify the causes of disengagement

The first step is to understand why your employees are disengaged. There could be many reasons, such as lack of recognition, lack of feedback, lack of autonomy, lack of growth opportunities, lack of alignment with the vision and values of the organization, or lack of trust and communication with the management. You can use surveys, interviews, focus groups, or performance reviews to gather feedback from your employees and identify the main causes of their disengagement. You can also use metrics such as absenteeism, turnover, productivity, quality, and customer satisfaction to measure the impact of disengagement on your business.

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Todd Cooper

3x Founder | 2x Exit | CEO at Waxelene
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To get input from staff members, I would use anonymous suggestion boxes, one-on-one meetings, and surveys. Make an effort to determine the reasons behind their disengagement and the elements that are making them unhappy.

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Eduardo Humberto

CEO | CFO | Diretor | Executivo | Controller | Administrativo-Financeiro
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é crucial agir rapidamente. Priorize a comunica??o aberta para entender suas preocupa??es e motiva??es. Invista em programas de engajamento, ofere?a oportunidades de desenvolvimento profissional e reconhe?a suas contribui??es. Trabalhe para criar uma cultura de confian?a e colabora??o, pois funcionários engajados s?o essenciais para o crescimento e o sucesso da empresa.

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Eduardo Elizalde Bedos

Estrategia & innovation manager en Nova Corbyn, s.a. | De la idea al producto, innovación continua
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Lo mas seguro es que si llegas a plantearte porque tus empleados están desvinculados, sea porque no tienes un plan para generar trabajo en equipo y sentimiento de vinculación a la empresa. Si tienes director de RRHH ya tiene trabajo , sino puedes contratar un consultor especialista. El trabajo en equipo y el sentimiento de vinculación son el motor de la empresa.

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Marcos Monterroso Godinho

CEO at Tikedo Spain | Global Executive | Managing Director | Board Member | International Expansion | Change & Transformation | Leadership | Industry | Retail | FMCG | Packaging
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Buscaría comprender las razones detrás de su falta de compromiso mediante conversaciones abiertas y honestas. Luego, identificaría los factores que podrían estar contribuyendo a su falta de compromiso, como la insatisfacción laboral, la falta de reconocimiento o la falta de claridad en las expectativas. A partir de ahí, implementaría estrategias para mejorar el compromiso, como ofrecer oportunidades de desarrollo profesional, reconocer y recompensar el desempe?o sobresaliente, y fomentar un ambiente de trabajo positivo y colaborativo. Al centrarme en construir relaciones sólidas y motivar a mis empleados, esperaría mejorar su compromiso y contribuir al éxito general de mi negocio.

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Kajal Rajput .

Talks About #Electrical & Controls- Automation #Global Business Management & Development #Product Engineering & Manufacturing #Industry Revolution # Project-Program Management #Motivational Leadership #Workforce 2030
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To re-engage disengaged employees, you can take these steps: identify root causes, communicate clearly, provide meaningful work, offer recognition and rewards, promote work-life balance, invest in development opportunities, empower and delegate responsibility, foster a positive work environment, address concerns and conflict, and lead by example. By implementing these strategies, you can foster a culture of engagement, collaboration, and productivity that contributes to the long-term success of your business.

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2 Communicate and collaborate with your employees

The second step is to communicate and collaborate with your employees to address the causes of disengagement and find solutions. You need to show your employees that you care about their opinions, concerns, and suggestions, and that you are willing to listen and act on them. You also need to involve your employees in the decision-making process and empower them to take ownership of their work. You can use meetings, newsletters, intranets, or social media to communicate with your employees and keep them updated on the goals, strategies, and achievements of the organization. You can also use brainstorming sessions, workshops, or committees to collaborate with your employees and generate ideas for improvement.

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Todd Cooper

3x Founder | 2x Exit | CEO at Waxelene
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Encourage open and transparent communication channels within your organization. Keep employees informed about company goals, changes, and progress. Encourage them to share their ideas, concerns, and feedback.

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Eduardo Elizalde Bedos

Estrategia & innovation manager en Nova Corbyn, s.a. | De la idea al producto, innovación continua
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Comunícate con tus empleados, interésate por ellos, pero sobre todo aprende de ellos en sus áreas respectivas, es la manera más efectiva y económica de implementar mejoras, que a su vez generaran sentimiento de vinculación. El sentimiento de vinculación lo tiene que generar la empresa con un plan trazado, no los empleados.

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3 Recognize and reward your employees

The third step is to recognize and reward your employees for their contributions, achievements, and efforts. Recognition and reward are powerful motivators that can boost employee engagement, morale, and loyalty. You can use verbal praise, thank-you notes, certificates, trophies, or badges to recognize your employees for their work. You can also use bonuses, raises, promotions, or perks to reward your employees for their performance. You can also use gamification, contests, or challenges to make recognition and reward more fun and interactive.

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Todd Cooper

3x Founder | 2x Exit | CEO at Waxelene
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Acknowledge and appreciate employees' efforts and achievements. Implement a recognition program that celebrates both individual and team accomplishments. Rewards can be monetary, such as bonuses or raises.

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4 Provide feedback and coaching to your employees

The fourth step is to provide feedback and coaching to your employees to help them improve their skills, knowledge, and performance. Feedback and coaching are essential for employee engagement, as they show your employees that you care about their development, that you value their strengths, and that you support their growth. You can use regular, constructive, and specific feedback to guide your employees on what they are doing well and what they need to improve. You can also use coaching sessions, mentoring programs, or training courses to help your employees learn new skills, overcome challenges, or achieve their goals.

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Kaustubh Mishra

I help founders/CXOs build, grow & manage their business, by actively engaging with them on strategy, business & sales | 1-10X | Independent Director | Founder | Fintech - SaaS - Bank/NBFC - Retail- eCommerce- Automobile
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It is important to know why the disengagement happened in the first place. I usually sit with them & understand their issues. Then i would sho them the big picture. The ‘Why’ of what we are doing. A bricklayer who is laying bricks will get bored & disenchanted. The bricklayer who is building a house, wont. I would also tell them whats in it for them. How their growth & career trajectories are being affected.

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5 Create a positive and supportive work environment

The fifth step is to create a positive and supportive work environment for your employees, where they feel respected, appreciated, and inspired. A positive and supportive work environment can foster employee engagement, as it enhances the well-being, happiness, and creativity of your employees. You can create a positive and supportive work environment by promoting a culture of trust, transparency, and collaboration, by encouraging diversity and inclusion, by celebrating successes and learning from failures, and by providing flexible and comfortable work arrangements.

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6 Monitor and measure employee engagement

The sixth and final step is to monitor and measure employee engagement to evaluate the effectiveness of your actions and to identify areas for improvement. You can use surveys, interviews, focus groups, or performance reviews to gather feedback from your employees and to assess their level of engagement, satisfaction, and motivation. You can also use metrics such as absenteeism, turnover, productivity, quality, and customer satisfaction to measure the impact of employee engagement on your business. You can use the feedback and metrics to adjust your strategies, to recognize and reward your best performers, and to address any issues or concerns that may arise.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Jacinto García

Director de Talento en SIDN Digital Thinking
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Definiría conjuntamente con ellos qué hemos de entender por compromiso. Lo primero que tenemos que hacer es estar de acuerdo en lo que significa estar comprometido. Y solo entonces, valorar el nivel de compromiso. La parábola del plato alpujarre?o, muy vanagloriaba por algunos como ejemplo de compromiso, estima que solo el cerdo estaría realmente comprometido, mientras que la gallina , que solo ha puesto el huevo, no está realmente comprometida.

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Jose Manuel Perez Martinez

(FP&A) Gerente Corporativo de Planificación y Control Financiero en Avanza (Mobility ADO) - IESE Business School - ThePowerMBA - ICADE - Nebrija Business School - CEF
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En mi opinión, la actitud y compromiso del líder del equipo son fundamentales para mejorar el COMPROMISO del equipo. Además, existen varias estrategias que se deben desarrollar y fomentar para potenciarlo y lograr el éxito de tu negocio: - Comunicación y escucha activa - Objetivos: claros, comprensibles, alcanzables - Autonomía: delegando tareas, responsabilidades y toma de decisiones - Reconocimiento: agradecimiento de los logros conseguidos - Ambiente de trabajo positivo, agradable y estimulante - Desarrollo profesional, desarrollando la formación y el crecimiento profesional - Familiaridad, fomentando las interacciones profesionales y personales del grupo, tanto dentro como fuera del lugar de trabajo

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Eduardo Elizalde Bedos

Estrategia & innovation manager en Nova Corbyn, s.a. | De la idea al producto, innovación continua
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Las empresas donde los empleados están valorados y tienen sentimiento de vinculación, son las que mas y mejor evolucionan. Y si lo pensamos bien, debería ser la única forma de organización de una empresa.

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What do you do if your employees are disengaged and affecting the success of your business?

1

2

3

4

5

6

7

1 Identify the causes of disengagement

2 Communicate and collaborate with your employees

3 Recognize and reward your employees

4 Provide feedback and coaching to your employees

5 Create a positive and supportive work environment

6 Monitor and measure employee engagement

7 Here’s what else to consider

Business Management

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What do you do if your employees are disengaged and affecting the success of your business?

1

2

3

4

5

6

7

1 Identify the causes of disengagement

2 Communicate and collaborate with your employees

3 Recognize and reward your employees

4 Provide feedback and coaching to your employees

5 Create a positive and supportive work environment

6 Monitor and measure employee engagement

7 Here’s what else to consider

Business Management

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