How To Identify Disengaged Employees & Deal With Them

How To Identify Disengaged Employees & Deal With Them

There are many factors which will contribute to an employee’s commitment to their job, and some of these include job satisfaction, an alignment which is identical to those of their employer, and the desire to go above and beyond what is needed to help their employer achieve desirable goals. Unfortunately, there comes a time when the commitment level of an employee may deteriorate. The pattern typically begins with the employee being fascinated with their new job, but after three to five months, their commitment will decline, as they come face-to-face with the reality of their work.

Why employees become disillusioned

A number of studies indicate that as many as 70 percent of employees are disillusioned with their jobs. They will be absent from work more often, and when they are at work they will display a tendency to daydream, surf the web or socialize with their co-workers as opposed to focusing on their jobs. These workers are much more likely to quit whenever a better job comes along.

Employees become disillusioned with their jobs when they lack fulfillment, or when they notice discrepancies in the expectations that are required of them. If an employee is asked to do more, but isn’t rewarded for doing it, this will lead to dissatisfaction, because it makes them feel like they are not appreciated. When the values of an employee and employer become misaligned, this can also lead to dissatisfaction.

How employers can help their employees become more committed

Some employers have the attitude that if an employee doesn’t like the way things are done, they can always find another job. While this true, the fact is that hiring and replacing employees is extremely expensive. It is much better to hire and retain the best workers than having a high turnover because they are unhappy with the environment.

Some techniques that employers can use to increase employee commitment include job rotation, where employees are rotated through different positions where they gain experience and variety, and job enlargement, which provides specialized work that is challenging and comparable. Job enrichment is a technique in which the depth of the job is enhanced by providing employees greater levels of discretion and responsibility, allowing them to plan and coordinate their work.

Employees want jobs that motivate them and the best feature a variety of activities which utilize all the employee’s skills. Employees should also understand the significance of the tasks they perform, and how they are related to other departments and the organization as a whole. When employees are asked to do more, they should be rewarded in kind. For instance, if employers want them to work longer hours, or on weekends or holidays, they should be given bonuses or other perks which motivate them.

Smart employers use a model which emphasizes rewards over punishments. Instead of threatening employees if they don’t perform a task properly, these employers emphasize the rewards they will receive for a job well done. Many employees also desire autonomy, where they have the freedom to schedule, plan and execute their tasks.

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