What do you do if your employees are disengaged and unsatisfied with their jobs?

In addition to conducting anonymous surveys and 1:1 meetings, here are a few alternatives to gathering feedback to assess the causes of employee disengagement and dissatisfaction: - focus groups - suggestion box - employee hotline - pulse surveys - town hall meetings - 360-degree feedback - exit interviews You have to choose which option is best for your organization's size, available resources, and your company's culture. Be aware of survey-fatigue and the work disruption this can cause the employees. It may be best to contract a third-party to conduct these assessments/observations to ensure that employees feel free to express themselves without fear of retaliation.

Organizing team-building activities, offer professional development opportunities to create a positive work culture based on trust and respect while regularly reviewing and adjusting HR policies to meet evolving employee needs while contributing to improved engagement and job satisfaction at the workplace.

If my employees are disengaged, it indicates broader issue about working environment plus trust deficit. It’s most important for the organizations to address employee dissatisfaction if it wants to achieve its long term objective.

I would argue that it's not just about investment in professional development – but personal development as well. Provide opportunities to learn soft skills – like conflict management, resilience, stress management – and engage them as the humans they are, not just "workers." People who are provided the opportunity to develop this way through their workplaces will not only be more valuable team members, they will have increased confidence and satisfaction.

Most companies have organization charts that are linear. The next level up in the company, may not be what the employee wants. Creating alternative career paths for each role is a lot of work but it gives employees more options to move in a direction that aligns with their strengths/passions. This is a time to do a job analysis, assess the needs of the organization, and create new roles that optimizes the strengths/passions of the employee(s) while addressing organizational needs. This can be a competitive advantage if you do it right because you'll be able to retain top talent, instead of losing them to a flashier position somewhere else.

Often when we talk about "growth" in the context of work, it's related to the role. But offering opportunities for personal growth in the workplace often foster far more engagement because they're learning skills they can apply to their whole lives. Workshops in healthy communication, how to deal with conflict, how to manage stress, how to raise your EQ – can all benefit the job, but benefit the individual too. According to a Gallup study, employees who strongly agree that they have had opportunities to learn and grow at work are 3.6 times more likely to report high levels of engagement in their jobs.

There are several ways to recognize the efforts of your employees. People are motivated by intrinsic and extrinsic rewards. Since we don't have to survey everyone's motivational types, I think it's best to have a variety of rewards and allow the employee to choose. These rewards can be: - written or verbal recognition - peer, managerial, or organization-wide recognition - certificates and awards - gifts cards and vouchers - extra PTO - professional development opportunities - fringe benefits The ability to choose is even more empowering.

Also look for catalyst of disengagement in your team. These are employees with excessive negative bias and they have the capability to negatively influence neutral or engaged employees. Having released such employees can help reduce unreasonable negativity in the team.