What do you do if your employees are disengaged and need help?

It is best to start with an employee engagement survey. I’ve helped run many of these. Investing in full data research makes a huge difference. That alone gives you a bump in engagement - showing your employees you care enough to ask. But, it can backfire if you complete the survey, then do nothing about the feedback (which sadly happens with too many organizations). To avoid backlash, make sure to identify “quick wins” that can be done quickly to show you truly care and are taking action! Next, ask each employee about their dreams & goals. I’ve led the Dream Manager program for years. I now updated it, combining Eli Lilly legacy career development, and connecting employees across the organization- all important for engagement.

If your employees are disengaged, here's what you can do to help: 1. Understand their concerns and frustrations by actively listening and asking open-ended questions. 2. Offer constructive feedback and recognition to help them grow and feel valued. 3. Provide resources and support to help them overcome challenges and achieve their goals. 4. Encourage open communication, collaboration, and recognition to build a positive and inclusive work environment. 5. Demonstrate engagement and commitment to the organization's mission and values. Remember, employee engagement is a two-way street. Encourage open communication, provide support, and lead by example to help your employees feel valued and engaged.

Recognize and appreciate your employees' efforts and contributions. Regularly provide positive feedback and celebrate their achievements publicly. Constructive feedback should also be given in a timely and respectful manner to help them improve.

While assessing the real reasons behind employee disengagement is crucial, Engaging disengaged employees goes beyond just understanding the "why." Through my 15 years of people and culture management career, I have seen Organizations investing massively in Engagement surveys where the whole process becomes so overwhelming that we drown in the data avalanche and fail to transform the findings into real SMART Goals! It is crucial to translate the disengagement reasons into positively actionable objectives and cascade them into the organizational holistic strategy and culture. The real Engagement Magic happens when embedding these goals across talent acquisition, performance management, leadership development, and daily operations.

Connection starts with genuine care and listening. When a person is disengaged, it's helpful to understand what this person is going through. Instead of jumping in to help with your assumptions, listen. It will help the person open up and share what's bothering them and you may be able to provide more relevant support and help.

Often when employees are disengaged, there is a lack of trust. Consider hiring a third-party to facilitate the process of repairing relationships, processes, and practices that have hindered employee engagement. In addition to the third-party, include the employees in the process from start to finish. Let the employees identify possible solutions and even create working groups to implement the solutions. This process works best when there is transparency, buy-in, and cooperation from all, not a top-down approach.