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How can you address employee disengagement as a Workforce Management team leader?

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Employee disengagement is a serious challenge for any organization, but especially for those that rely on Workforce Management (WFM) to optimize their human resources. WFM is the process of aligning the right people, skills, and schedules to meet the demand and goals of the business. As a WFM team leader, you have a crucial role in motivating, empowering, and retaining your staff. Here are some strategies to help you address employee disengagement and foster a positive work environment.

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Vina Sarna

COO | Empowering Founders & CEOs in People Ops & Human Capital Management | ??????'?? ??????????????!

1 Assess the level of disengagement

The first step to address employee disengagement is to measure and understand its extent and causes. You can use various tools and methods to collect feedback from your staff, such as surveys, interviews, focus groups, or performance reviews. You should also monitor key indicators of engagement, such as absenteeism, turnover, productivity, quality, customer satisfaction, and employee morale. By analyzing the data, you can identify the main factors that contribute to disengagement, such as lack of recognition, autonomy, communication, training, or career development.

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Ravikanth Taduri - RT

HR and Talent Acquisition with Startups and IT Product Companies. Advising startups on Talent Strategy and HR / Recruitment Technology
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Every individual has a personal agenda, like organisation has its own. We call them Mission, Vision, Goals etc. If employees are able to see their own aspirations being achieved by focusing on those of organisation, the mental alignment is done. If organisation can proactively enquire and understand the employee aspirations, disengagement will be low. On top of that if org can help or upskill people to succeed in their career, it helps both.

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2 Communicate the vision and goals

One of the reasons why employees may feel disengaged is that they do not see how their work contributes to the overall vision and goals of the organization. As a WFM team leader, you should communicate clearly and frequently the purpose and value of WFM, and how each staff member plays a vital role in achieving it. You should also align the individual and team objectives with the organizational ones, and provide regular feedback and recognition for their progress and achievements. By doing so, you can help your staff feel more connected, valued, and motivated.

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Vina Sarna

COO | Empowering Founders & CEOs in People Ops & Human Capital Management | ??????'?? ??????????????!
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It's not a one off thing. You must keep them updated on progress and outcome. If they don't see how they contributed to the companys success, it will be tough to keep them engaged with mere words. Sometimes we leaders try so hard when all our team really wants is honesty and being included.

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3 Empower and involve your staff

Another way to address employee disengagement is to give your staff more autonomy and involvement in decision-making. You can do this by delegating tasks and responsibilities, providing flexible work options, encouraging innovation and creativity, and soliciting input and suggestions. You should also create a culture of trust and collaboration, where your staff can share their opinions, concerns, and ideas without fear of judgment or retaliation. By empowering and involving your staff, you can boost their confidence, commitment, and ownership of their work.

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Ravikanth Taduri - RT

HR and Talent Acquisition with Startups and IT Product Companies. Advising startups on Talent Strategy and HR / Recruitment Technology
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Let people commit mistakes, let them have control with clear accountability. Ex - You achieve your revenue target for the month with your own method but atleast 2 new customers from 2 geographies and 1 upselling. Give freedom along with accountability as a non-negotiable tag.

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Jeremy M.

CPHR Candidate | CMP | Director, Workforce Development
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One issue that I have seen is staff being disengaged because they feel that there are not enough opportunities for them to bring forward their concerns. This is easily solved by creating methods for staff to bring forward issues in a safe way. This can be as easy as regular employee satisfaction surveys, one-on-one meetings with designated staff to gather information (in a way so staff do not feel that if they raise an issue it might bite them later on), to employee round tables on specific issues for trouble shooting and idea exchange. There are a lot of creative ways to go about this.

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4 Provide training and development opportunities

A lack of training and development opportunities can also lead to employee disengagement, as your staff may feel bored, stagnant, or underutilized. As a WFM team leader, you should provide your staff with the necessary skills and knowledge to perform their tasks effectively and efficiently. You should also offer them opportunities to learn new things, expand their horizons, and advance their careers. You can do this by creating a learning plan, providing coaching and mentoring, facilitating cross-training and job rotation, and supporting external courses or certifications. By providing training and development opportunities, you can enhance your staff's competence, growth, and satisfaction.

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5 Recognize and reward your staff

Finally, one of the most effective ways to address employee disengagement is to recognize and reward your staff for their efforts and results. You can do this by expressing your appreciation verbally, in writing, or in public, giving them incentives or bonuses, or offering them perks or benefits. You should also celebrate their successes, milestones, and achievements, and acknowledge their challenges and difficulties. By recognizing and rewarding your staff, you can increase their morale, loyalty, and retention.

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6 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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How can you address employee disengagement as a Workforce Management team leader?

1

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3

4

5

6

1 Assess the level of disengagement

2 Communicate the vision and goals

3 Empower and involve your staff

4 Provide training and development opportunities

5 Recognize and reward your staff

6 Here’s what else to consider

Workforce Management

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How can you address employee disengagement as a Workforce Management team leader?

1

2

3

4

5

6

1 Assess the level of disengagement

2 Communicate the vision and goals

3 Empower and involve your staff

4 Provide training and development opportunities

5 Recognize and reward your staff

6 Here’s what else to consider

Workforce Management

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