Addressing the Disconnect

Addressing the Disconnect - How to get through to disengaged employees

I wasn’t entirely surprised by the recent news from Gartner HR that less than one in three employees describe themselves as engaged with and enthused by their work. Over the last five years, we have continued to see rates of engagement decrease. According to this Guardian study, burnout is on the rise in Australia.

COVID has certainly played a part in this, but then again, weren’t so many of our organisations determined to ‘build back better; after the pandemic-related slowdowns and shutdowns?

What does a disengaged employee look like? Other research has suggested that the percentage of people considering leaving their jobs stayed consistent throughout and even after the pandemic. The rate of people who want to leave their job has stayed fairly steady over the last decade, averaging at around 28%.

This got me doing some math. If 31% of people are fully engaged and enjoying work, and 28% are stating they want to quit tomorrow, then what about the other 41% of people out there?

My guess is that these are the disgruntled, the not really interested and the ‘had enough but don’t have the energy to move on’ brigade. They are the folks who might question change, complain about conditions or resent others who are doing well. They are the folks most likely to say “we tried that and it didn’t work”.

What does engagement at work look like? For their recent study, Gartner described engagement in three ways. An engaged workforce is one where people:

·?????? Feel energised

·?????? Find purpose in their work

·?????? Feel empowered to do valuable work

In my experience, engaged employees are the ones who feel a deep connection and commitment to the work that you do. They have the capacity to work autonomously, and take it upon themselves to solve problems as they crop up.

How to get disengaged employees back on track There are lots of meaningful steps leaders can take to improve employee engagement. Some ideas that come straight to mind include reconsidering communication approaches and developing systems to measure and track changes in engagement levels as a result.

The idea of engagement might not mean much to the average employee - all that many people need is the chance to feel heard and valued. Focus on finding opportunities for effective communication and frank, honest conversations rather than formal sessions to address and improve engagement. These activities often miss the mark.

Managers also need to understand engagement and can understand the benefits of an engaged workforce through training or guidance from HR and Culture Leaders.

Enthusiasm is contagious Enthusiasm is a key leadership skill because it can help you build constructive and forward-focused relationships with others. If you are one of the people who love your job and are passionate about what you do, then don't be afraid to show it. A team will often look to a leader to inspire them. Richard Branson has become very well recognised for his enthusiasm- as well as his ability to encourage and inspire his staff.

Put people at the front of your planning I think the best way to boost employee engagement is by getting back to basics with your people. Put the people back into your people and culture programs. Far too often we focus on outputs and data and we forget that our businesses and organisations are made up by distinctive and unique human beings.

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Make time to discuss the people parts of your work- what’s working well and any pain points. Don’t just use team meetings not just to cover profit and loss reports or work health safety regulations. Instead, put people back on the agenda. This can be done effectively with personality profiling, quizzes or a sharing of personal or professional achievements.

Finding meaning in the workplace My final tip for leaders in addressing apathy and disengagement is to get to know your people better. Even if you think you know them and you understand what makes them tick, it never hurts to check in that you are right.

I’ve seen this misunderstanding manifest in leaders who believe that their employee’s personal and career goals match their own. With the huge diversity we see in our workplaces, it’s important not to make assumptions about what it is that motives your team members.

Unless you are really clear about your own perceived and unconscious biases, you may be leading your teams in the style in which you have preferred to be led. It can be too easy to make well-meaning decisions that don’t suit or benefit the individuals they impact the most.

Got engagement or leadership issues? LeadershipHQ has helped hundreds of global businesses address culture concerns and engagement issues. We can help your business deal with burnout and create inspiring and involved leaders. Contact us to learn more about our cultural development programs and leadership development training.

?By?Sonia McDonald?– CEO of?LeadershipHQ?and the?Outstanding Leadership Awards,?Leadership Coach,?Global Keynote Speaker, Entrepreneur, Mum And?Award Winning Author.

When Sonia speaks, she captivates everyone in the room, making each person feel like they're engaged in a one-on-one conversation. Her authenticity and heartfelt delivery make her a compelling and motivating leadership expert and speaker, capable of sparking life-changing experiences. People often describe Sonia as sassy, inspirational, genuine, and memorable, with her high-energy delivery, humour, and practical advice empowering her audience and instilling them with the confidence to take courageous actions and inspire great leadership in all facets of life.

In addition to her dynamic speaking and MC career, Sonia is a renowned and award-winning author, with books such as "Leadership Attitude," "Just Rock It!," and "First Comes Courage" to her name. She is a contributor to publications like The Australian, HRD Magazine, BBC World, and Women’s Business Media. Her influence extends globally, having been recognized among the Top 250 Influential Women in the world and the Top 100 Australian Entrepreneurs by Richtopia.

Sonia's expertise in leadership, culture, organisational development, neuroscience, compassion, and courage is internationally acknowledged through her leadership and coaching work and voice. She is also the driving force and CEO behind LeadershipHQ and the Outstanding Leadership Awards, further solidifying her status as a leader in her field.

Her clients have included Qantas, Australian Institute of Building, Tyro, Amazon, QSuper, Coles, Thiess, CPB, Air Services, Spell & the Gypsy to name a few.

Beyond her professional accomplishments, Sonia is a dedicated single parent with a deep commitment to supporting women in business and improving teenage mental health. She tirelessly travels and speaks both across Australia and around the world, all in pursuit of her mission to cultivate a world filled with exceptional leaders and exemplary leadership.