Harish Jagtani Blog – 5 Key Factors That Prevent Employee Disengagement

From Harish Jagtani’s Desk 


Apathy and indifference are key indicators of disengagement, but there are more ways to determine whether employees are just doing regular jobs or seeking other employment. This article provides some key elements to keep employees engaged and ways organizations can promote them among their workforce

Most employees join a new job with a lot of expectations and excitement. A fresh environment is motivating and co-workers are welcoming, and even managers are supportive. But, even before the first year ends, the honeymoon period fades away and employee engagement begins to wane. We must remember that disengaged employees can cause major problems at the workplace. They not only underperform, but also cause friction for high achievers. It is the organization and its managers that must look out for and find ways to handle disengaged employees.

Share a Sense of Solidarity

Average employees spend nearly 90,000 hours at work—about one-third of a person’s life. Since humans are social animals, it makes sense to give importance to peer-to-peer relationships. Individuals with stronger peer-to-peer relationships are content, more creative, and basically more successful. Many people even mention workplace relationships as one of their biggest professional motivators. Disengagement sets in when these crucial relationships weaken or do not happen. Managers cannot force team members to become friends, but they surely can take action to support healthy working relationships. A peer-to-peer recognition program can be a good start which allows team members to call each other for various initiatives. Besides, occasional team outings or a company-sponsored happy hour can give team members opportunities to connect after work and create bonds. When employees feel they belong to a team rather than to a random group of workers, they are more likely to feel engaged at work.

Recognize Accomplishments

Problems start when employees do amazing jobs but do not feel that their work is being acknowledged by the leadership. If a member of your team constantly shows what makes a great employee, praise him/her. Employees cannot read minds, and even the most confident person may question their own performance when their work goes unrecognized. Employees who feel appreciated are 80 per cent more likely to be motivated at work, which leads to better performance, while employees who are not praised for meaningful contributions progress blindly, trying to guess whether their performance has been great or sub-par. So, a workplace that lacks recognition also suppresses engagement.

Despite managers realizing that they should recognize employees, many say they just do not have the time. But the right employee recognition programs are straightforward and it takes little time to send a note of gratitude that is well worth it. Lack of recognition can cause major employee disengagement. Companies that keep recognition simple and meaningful have taken a positive step towards ensuring that, when an employee joins them, the person’s potential must grow.

Encourage Mentoring

Mentoring is a great way for business leaders to convey to people that the management is willing to invest in its employees. It helps create a more engaged and skilled workforce leading to a reduction in major costs, such as turnover, recruitment and training. Mentoring helps create a positive work environment, too, while promoting leadership skills, communication and collaboration.

Inviting employees to become mentors can be done through the company intranet or e-mail, during company meetings and so on. Offering support to individuals who volunteer is important for the success of such initiatives.

Find the Champions

While nurturing any kind of positive influence within an organization, ‘champions’ will often prove invaluable. These are employees who are happy to support change, understand the rationale behind it and its objectives—be it a new policy, product or service. Identifying the right employees to become ‘champions’ of the company is vital. They must be aligned with the brand’s vision and culture, enthusiastic about its values and confident enough to spread its message. These people must have the trust and respect of their peers and management, which is crucial if they are to influence the culture and drive engagement and change within the business.

It is important to assign several ‘champions’ across the company who can help spread messages and encourage enthusiasm. A team of ‘champions’ can help create a natural support network.

Enhance Employee Well-being

It is important to focus on the physical and mental well-being of employees. As a business leader or manager, emphasize employee well-being to reinforce the fact that you value your employees—not just for their contributions in the workplace, but for their all-round well-being.

About the Author

Mr. Harish Jagtani, a philanthropist, visionary, businessman of Indian origin, currently based in Democratic Republic of Congo for more than 20 years now, is one of the most reputed business owners in the Indian diaspora as well as the entire expat business community in DRC. The business house caters to multiple domains, including but not limited to Domestic as well as International Air Cargo, real Estate and infrastructure development, healthcare, hospitality as well as CSR.

Coming from humble beginnings from Jaipur, Rajasthan, Mr. Harish Jagtani has come a long way in building this conglomerate with a strong and clear vision, sheer dedication and grit. Starting with a small job in sales, Mr. Harish Jagtani today is a proud and righteous owner of a fleet of airplanes and multiple businesses that cater to the basic and advanced needs of the people of Dem. Rep. of Congo in different sectors.

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