5 Employee recognition statistics: the real value of appreciation
One of the most basic human needs is to feel seen and valued. We want to…
Managers are busy and sometimes it can be hard to spot if one of your employees isn’t invested in the team anymore. This is what some people refer to as disengaged employee(s).
Learning to spot the signs of disengaged employees is important because it can take longer to do anything about it – maybe you don’t have time, or you simply won’t be sure what to do.
Engagement, when we refer to our workplace, is the level of involvement people feel in their jobs, their dedication to the organization, and the level of effort and energy they put into their direct work.
We want to help you identify early symptoms of disengaged employees, implement the right next steps and reactivate your team members’ engagement.
Disengaged employees are not just unhappy employees. And you shouldn’t wait and assume that they will eventually bounce back.
Why? Because, as we see time and time again, disengagement often results in:
Your impact really matters and you shouldn’t wait until it’s too late to address disengagement.
What you’re looking for here is a change in behaviour.
🗒️ A quick note: Keep in mind that it’s important to contrast the disengagement symptoms with a previous record of behaviours. Not all employees have to innovate all the time, contribute outside their scope of work, and go above and beyond. In an ideal world, sure, that would be nice. But we shouldn’t have these expectations from every employee.
The best way to identify that something’s off before it’s too late is by having a record of engagement metrics. That way, you’ll notice a decline as soon as it happens. Software that tracks engagement, like Officevibe, runs a quick employee engagement survey each week to check in with your people and ask them for feedback.
That means no matter how busy you are, you’re still getting information about how your team feels and what they need. You can check the data and employee feedback from anywhere, at any time, and respond to their concerns as they arise.
The best part? It smoothly integrates into your team’s day-to-day. You can focus on your responsibilities as a team leader while the tool collects and analyses the data for you.
Even if you notice early or more drastic signs of disengagement, there’s still a lot you can do to retain the talent and re-engage a team member.
We need to start by knowing what caused your team member(s) to disengage so that we can tackle the problem at its root. First, we need to know what we’re looking at.
How do we know this?
Our app, Officevibe, collects millions of anonymous data points from employee engagement surveys every week. These surveys help managers see disengagement before it happens — even if they don’t have time to connect with their team face-to-face.
It’s not surprising that our data also showed that these metrics hold a strong correlation to people’s overall job satisfaction.
The first step to solving any problem is to figure out what it is.
Signing up to Officevibe (for free) will give you access to employee engagement surveys, anonymous feedback and centralized 1-on-1s.
These are all designed to help you diagnose signs of disengagement. They also help you retain your top performers, get closer to your team, and pinpoint your strengths.
Our tool will tell you which areas of engagement are low so that you can focus on solutions. It’s that simple!
Not sure you want to use software to run your surveys? That’s okay. The key is to ask the right questions. From there, you can address each of the common causes of disengagement and explore what you can do.
Once you’re able to identify what’s causing disengagement, the next step is to put yourself in your team’s shoes and be empathetic. Try to see things from their perspective and reality.
Once you self-reflect and try to sympathize with what is causing them to disengage, book a one-on-one.
Use this as a template for your talking points during your one-on-one
Using software like Officevibe, you can set Action Items during your one-on-one meetings (that are specific to each team member) and follow the progress on your discussion and next steps.
In case your team members don’t mention any subjects that you identified in your diagnoses and/or self-reflection, be proactive in bringing them up!
There’s a chance your employee might be able to verbalize why they’ve lost interest in their job or no longer feel motivated, but not be clear on where their disengagement is coming from.
To help you be proactive, we put together some topics to bring up during your 1-on-1, along with next steps. You can use these as inspiration for Action Items.
Occasional stress is normal in any job. But it can’t be a constant, or your team will suffer from burnout and disengagement.
Our data shows that the top 3 factors affecting stress at work include
If, during your self-reflection and diagnosis, stress and feeling overwhelmed seem to be the issue, talk to your team member about these 3 elements and gather their thoughts.
The remote context is challenging these areas more than ever. It’s not easy to translate smoothly, everything that was in-person, into a digital context.
Make sure you include these topics in your conversation and, right off the bat, offer them a time and a place to talk.
If you’re looking for a solution to give your team a safe and permanent place to share their opinions, without having to add to your work pile, Officevibe’s anonymous feedback feature is a great – free – solution. They can instantly elaborate on specific pain points, and you can respond to their comments while letting them stay anonymous.
We all want to grow and develop. A key aspect of keeping a job interesting is to feel challenged and to know that we’re moving forward.
Knowing what we did great and the areas where we need to improve are essential to our career development.
Our data shows that recognition, feedback, and professional development are mostly affected by
If you want to turn a disengaged team member into an engaged employee, you need to focus on offering constant development, feedback, and recognition.
Ask your team how often they would like to receive feedback from you, and brainstorm ideas to better recognize them.
Software like Officevibe asks employees how satisfied they are with the feedback and recognition they get – helping you identify if that’s a problem for your team.
Organizations and company cultures evolve and change, and that’s a good thing! But we need to make sure we help our teams adapt to those changes, too.
Our data shows that employee motivation and engagement are strongly correlated to
Having the ability to connect with the organization’s values and purpose.
That includes its leaders’ ability to communicate those values and that purpose.
Take the time to bring up any changes your team and/or organization have gone through. Have these impacted how your unengaged employee(s) perceive the company? Do they still have everything they need to meet their (sometimes new) objectives?
If employees don’t feel their efforts are being compensated fairly, it will be easy for them to disengaged and start looking for other opportunities.
We know that team leaders don’t always have the ability to change their team members’ compensation. So what can you do?
We suggest taking time to align expectations with your unengaged employees. This can help you fill some of the gaps, look into any excessive workload, and gather some insights for upper management to drive change.
Use the information you gather during your one-on-one’s about the work that it’s being done. Then, supplement that with the data that shows how much it is impacting your team and work their engagement levels. Make it as factual as possible and connect it to the business interests (retention, performance, efficiency, etc.) to help your company understand how people are being under-compensated.
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