The process of hiring someone new is a time and resources burden for every employer out there. If possible, wouldn’t it be better to just keep the well-trained and experienced employees that are already doing their jobs? It turns out that there are a lot of things that employers can do to help keep employees from disappearing because they’re burnt out, bored, or simply not doing as good a job as they’re capable of doing.
Disengaged employees make up as many as 9 in 10 staff members, according to Forbes. That not only means many people may be thinking of leaving, but the entire office is not doing a very efficient job. Here are a few important considerations for employers who want to re-engage unenthusiastic employees.
Know Your Staff
Managers that take the time to understand the specific skills and interests of their staff are more likely to fit the right employees to the right tasks. When employees are doing the things they’re good at and they’re interested in, they’re much happier.
Talk About Goals
Long term goals should be a part of conversations with staff members. When managers and leadership take an interest in the future of an employee, that employee feels that they are working towards something bigger and better. That feeling can keep them engaged and motivated.
Disengaged employees feel that their contribution doesn’t matter, that anyone could come in and do their job. When you take the time to appreciate their work, they realize that they are doing a good job and that management has noticed. Being noticed can lead to motivation and enthusiasm for better performance.
Cultivate Pride and a Positive Office Culture
A lot of disengaged employees don’t feel that the company they work for is special in any way. Some offices encourage positivity by using teamwork that requires cooperation. Others offer volunteer opportunities or perks like gym memberships. Little things can make a big difference for employees, giving them the sense that their job is different and better than other jobs.
Some employees are going to leave because they’re motivated to find another job or a better position. But all too often, their lack of enthusiasm for their current work has more to do with disengagement than a lack of opportunities. Creating those opportunities and staying engaged with employees on an individual level will help to keep staff from leaving.