What do you do if your employees are disengaged despite receiving feedback?

Review the current goals and expectations to determine if they are aligned with the skills, interests, and capabilities of the employees. Ensure that these goals are SMART—Specific, Measurable, Achievable, Relevant, and Time-bound. in open and transparent communication with the disengaged employees to understand their perspectives. Encourage them to provide feedback on their experiences, challenges, and any perceived barriers to engagement.

"Management is doing things right; leadership is doing the right things." - Peter Drucker ?? Had a lively discussion on reassessing employee goals for engagement. It's about finding that sweet spot. ?? Struggling with team motivation? ?? Let’s tweak those goals to be SMART. If you’re rethinking targets or just want to share successes, I’m all ears. Together, we can boost engagement and drive success. ??

Identificar as raz?es do desengajamento, abordar problemas subjacentes, como falta de reconhecimento ou desafios no trabalho, e promover uma cultura de feedback contínuo s?o passos-chave para lidar com funcionários desengajados, visando melhorar o engajamento e o desempenho da equipe.

Se meus funcionários est?o desengajados apesar de receberem feedback, eu reavalio minha abordagem de feedback para garantir que seja específica, construtiva e frequentemente oferecida. Além disso, busco entender as raz?es por trás de seu desengajamento, promovo um ambiente de trabalho inclusivo e incentivo a participa??o ativa dos funcionários na tomada de decis?es.

If your employees remain disengaged despite receiving feedback, it's essential to take proactive steps to address the underlying issues. Try to understand why your employees are disengaged. Is it due to workload, lack of recognition, poor management, unclear expectations, or personal issues? Conduct surveys, interviews, or focus groups to gather feedback directly from employees.

Begin by analyzing the feedback provided and identifying any recurring themes or issues. This could involve one-on-one discussions, surveys, or team meetings to gain insights into the specific reasons behind their disengagement & Assess the organizational culture, management practices, and processes to identify any systemic issues that may be contributing to employee disengagement. This could involve evaluating communication channels, decision-making processes, recognition systems, and opportunities for employee development and growth.

Encourage open and honest communication between management and employees. Make sure employees feel comfortable expressing their concerns and ideas without fear of reprisal. Communication is the key factor to all types of work, Have a open door policy, listen to them. Let them make decisions, either it will good or learn a lesson from it

A sense of ownership of the work and credits will motivate the employee's to put their sincere efforts and creative ideas to make it better. if all the credits is taken by senior leaders the employees may tend to disengaged and will be more instruct and do mode

Ownership and accountability can only be applied to the things we have commitment to. Test the level of commitment from the team by engaging in healthy conflict and mine for the areas team members haven't aligned to. Bring up the issues and work to solve them, re-align, commit and accountability will become a natural outcome.

Empowering team members with a sense of ownership is not just beneficial; it's essential for igniting engagement and unlocking their full potential. By giving individuals a voice in choosing their projects or crafting solutions, we not only validate their expertise and creativity but also invest in their capacity to innovate. In the dynamic fields of film and entertainment, where passion and dedication drive success, encouraging this level of ownership transforms routine tasks into opportunities for groundbreaking work. It’s about creating an environment where everyone feels accountable and valued, fostering a collective drive towards excellence and innovation

Regular (at least monthly) one on ones are the most powerful form of support a leader can offer. It's the crucial time where we build trust, allow for open way feedback, leading to effective coaching to bring a high level of engagement, development and success.

Foster a sense of belonging and teamwork within the organization. Encourage collaboration and create opportunities for employees to connect with their colleagues, both professionally and socially. Strong interpersonal relationships can boost morale and engagement & Implement a system for recognizing and rewarding employee contributions. Acknowledging achievements and milestones can enhance motivation and job satisfaction.

Ensure that employees have the resources, training, and support they need to perform their jobs effectively. Address any obstacles or barriers that may be hindering their performance.

In the cutthroat world of film and entertainment, feeling swamped or left hanging can kill motivation fast. I roll up my sleeves to make sure my crew's armed to the teeth with what they need to crush it. If you're on my team, you're equipped, supported, and ready to make magic happen. We don’t do half measures here. It’s all in or nothing. When we say we’re building something epic, we mean it—giving everyone the arsenal to turn vision into reality. If you're feeling lost, you speak up. We’re a squad that backs each other up, no matter what. That's how we stay ahead of the game

Algo que fa?o e tem surtido efeito é mergulhar no dia a dia do colaborador e entender com ele ponto a ponto e em qual parte de fato, algo o desmotiva ou o deixe inseguro. Conex?o interpessoal vai além de líder e liderado, é algo muito mais humanizado do que corporativo.

Recognize and reward employees for their achievements and contributions. This can be done through praise, bonuses, promotions, or other incentives. Create a positive work environment where employees feel valued, respected, and included. Foster a culture of collaboration, teamwork, and mutual respect.

In this game, it’s all about the crew. Disengagement? That’s a no-go. We keep it tight, encouraging the squad to throw ideas around and really get to know each other. It's about more than just work; it’s about building a family vibe where everyone's got each other's backs. We create those moments where connections spark—not just in the boardroom, but outside too. When the team vibes, they thrive. So, we make sure there’s space for that personal touch, making the magic happen not just on screen, but behind the scenes too. That’s how we roll, turning everyday hustle into something extraordinary

Na minha vivência com gest?o, feedback positivo é t?o necessário ou mais do que o negativo. é preciso que cada um saiba que o seu trabalho contribuiu para o sucesso do job, desde coisas pequenas a algo grande e que deu muito trabalho, o ideal é reconhecer pequenos e grandes esfor?os diariamente.

Empower employees by involving them in decision-making processes and giving them autonomy and ownership over their work. This can increase their sense of ownership and engagement. Always share words of encouragement.

Assessing our company culture is mission-critical—like a military operation, we're driven, disciplined, and zeroed in on our objectives. A culture clash or any negativity in the ranks? That's like a wrench in our gears, slowing us down, leading to disengagement. We run a tight ship, where the mission comes first, feelings and personal drama stay off the field. Everyone's here to win, to bring their A-game, no distractions. If the culture's off, we recalibrate, realign, and get back on mission. This isn't about being heartless; it's about being focused, where only the mission matters and everyone knows their role in achieving it. That's how we stay lean, mean, and ready to dominate the scene

If disengagement is stemming from managerial issues, provide additional training and support for managers to improve their leadership skills. Ensure that managers are effectively communicating expectations, providing feedback, and supporting their teams.