What do you do if your employees are disengaged and uninvolved in decision-making processes?

I am going out on a limb here, but 90% if the time? The problem is you. Or the manager you inherited the team from. Here’s why. Nobody hires a disengaged employee. If I’m sitting at an interview table and the person across of me shows signs of disengagement, I wouldn’t offer them a job. Period. So if we hire engaged employees, then somewhere along the line, something caused them to become disengaged, and more likely than not the manager is the problem. If you believe the problem is you, then you know how you can solve it. Read, learn, seek mentorship, seek feedback. But above all, create a pyschologically safe environment so your team is able to be open and honest with you. Seek true growth for yourself, and you’ll be one step closer.

One thing I've found particularly helpful is to have skip level sessions or structured focus group discussions to uncover key concerns; reasons for disengagement and how would they like to get involved and what keeps them from contributing. It is important to build psychological safety so team members can have candid conversations and not fear consequences of the same,

Begin by assessing the situation to comprehend the root causes of employee disengagement and lack of involvement. Utilize surveys, interviews, focus groups, or feedback tools to gather insights from your employees. Inquire about their satisfaction, motivation, recognition, communication, collaboration, and autonomy levels. Identify gaps and barriers hindering engagement. Encourage open and honest communication, fostering an environment where employees feel comfortable sharing opinions and suggestions. This initial assessment lays the groundwork for targeted strategies to enhance employee engagement and involvement.

Be sure to utilize technology or processes that allow them to give feedback anonymously. Whether in their current situation or based off of a prior experience, employees may not feel like they can say what they need to without repercussions. This can even be true in a relatively psychologically situation if they are aware that this particular feedback may be hard to hear.

Start with WHY / RCA ? However in the process for re-engaging we should first foster open communication, empower all through input where necessary , render trainings & recognition ( Let all feel connected and uplifted ) , delegate authority without micromanaging them , proactively address all of their concerns, Ensure we are giving timely feedback Which also plays very important role here & always lead by example. Try and cultivate a collaborative culture to drive positive work environment where everyone feels valued and motivated. Always and Always engage teammates through active listening and inclusive collaboration and you will see your productivity / attrition / shrinkage and utilization going Amber to DARK GREEN on the board !

While this may not be a topic at every team meeting or 1:1, it is important to periodically tie company goals back to the work your team is doing. Additionally, this should be a two way street. Flow down high level goals are a good way to support unified goals, but encouraging individualization of those goals such as having people put them in language that is meaningful to them can drive both buy-in and understanding of the individual's why.

Employees will be productive if they understand what your goals are. Its important for any organization as a basic to ensure that all employees align their focus to the mission and vision. The best mode of communicating this is through departmental meetings. Where functional heads break it down to the lowest level. This creates ownership

Proceed by effectively communicating the organization's vision and goals, emphasizing each employee's contribution. Utilize diverse channels like newsletters, meetings, videos, or podcasts to share the company's mission, values, and objectives. Clearly articulate how decisions align with the overarching vision. Ensure employees comprehend the purpose and impact of their work, emphasizing its benefits to customers and society. This communication strategy fosters a sense of purpose, connecting individual roles to the broader organizational goals and vision.

Most times if people are not involved we need to inspect if there is an issue of Psychological safety at play. Intrinsically people want to be involved in decisions, especially if it has a bearing on them. So if they are not, that means they are experiencing something negative. Lack of trust, no respect, not important enough, our view don't matter are the ways in which employees are being made to feel. To change this we need to flip it. Trust them, listen to them, support them, give them psychological safety, define the boundaries etc. Communication is also key. Creating conscious models for employee involvement will help a lot. Ask don't assume. Understand don't presume. Co-create don't inform. These tenets can help empower employees.

Empower your employees by giving them autonomy and ownership over their work. Encourage them to voice their ideas and opinions, and involve them in decision-making processes whenever possible. When employees feel empowered to make decisions and take initiative, they are more likely to feel engaged and invested in their roles. Personally, I delegate tasks to team members based on their strengths and provide them with the support and resources they need to succeed independently.

Sustaining employee’s engagement is a continuous effort, both for the person and the leader. Since the level and source of motivation of employees vary overtime, leaders must regularly observe, probe and understand the personal why’s of each of his employee and consequently contribute to its achievement . Effective Leadership inspires confidence to contribute, to innovate, to become purposeful and impactful in all aspects of work.

This is where I see a lot of Managers fail. When people are disengaged, sometimes they can only engage when you allow for the discomfort of the long silences and awkward moments. They will wait for others or Managers to give it and fill the silence and move on … and so you never deal with the issue. The elephant stays in the room and just gets bigger. Managers need to become comfortable with silence and wait for responses ….

Empower your employees by fostering ownership and responsibility. Delegate tasks, provide necessary resources and support, set clear expectations and boundaries, and offer regular feedback and recognition. Engage employees in decision-making processes, encouraging them to brainstorm ideas, propose solutions, vote on options, or participate in committees. This inclusive approach cultivates a sense of value, trust, and respect among employees, enhancing their motivation and dedication to their work.

Create opportunities for collaboration and innovation within your team. Encourage brainstorming sessions, cross-functional projects, and knowledge sharing to foster creativity and engagement. When employees feel like their ideas are valued and they have the freedom to experiment and innovate, they are more likely to become actively involved in decision-making processes. I organize regular team workshops and hackathons to encourage collaboration and spark creativity among team members.

Foster collaboration and innovation by cultivating a positive and supportive work environment that encourages employees to share knowledge, skills, and perspectives. Encourage teamwork in cross-functional groups or networks to facilitate learning and collaborative problem-solving. Promote a culture of innovation where employees feel empowered to experiment, test, and implement new ideas and approaches. Creating such an environment not only enhances employee engagement but also contributes to a culture of continuous improvement and creativity within the organization.

In the final step, celebrate and reward your employees for their engagement and involvement. Acknowledge their achievements, efforts, and contributions, and consider providing incentives like bonuses, promotions, or recognition programs. Celebrate milestones, successes, and feedback to make employees feel appreciated, motivated, and loyal. Implementing these steps can significantly enhance employee engagement and involvement in decision-making, benefiting both your organization in terms of performance, retention, and reputation, and your employees in terms of satisfaction, growth, and well-being.

Rewards and recognition are so important when it comes to discretionary effort. When people go above and beyond, it needs to be recognized and rewarded. It is important to build this into the culture and normalize it between peers, other leaders, etc. As many companies are more and more matrixed, it becomes increasingly important that anyone can raise a recognition.

In my opinion, it is generally a leadership failure to land up in a situation where employees are not feeling engaged in the decision making process. Either the intrinsic motivators, viz, autonomy, mastery and purpose are absent in the environment or hygiene factors such as pay and allowances, psychological safety, good culture and a sense of belongingness might be absent. A rose (what’s working well), thorns (what’s not working well), buds (ideas to improve the situation) exercise with the entire team has usually worked for me in the past.

For any of this to work, psychology safety must come first. If you aren't seeing people share their thoughts, take on responsibility, & in general being actively engaged, it's time to look carefully at the culture overall as well as in any pockets that are outliers outside of the general culture.

It is a way for them to protest against the fact that they don’t feel seen and heard. Make them feel seen and heard and listen to their points of view.