How To Motivate Disengaged Employees?

Employee Engagement

7 minutes

February 17, 2025

Written by Hirex

In a regular workplace, we see two types of employees: engaged ones and disengaged ones.

Engaged employees are the ones who are eager to learn more, open to receiving constructive feedback and always volunteering on different projects.

On the other hand, disengaged employees are usually bad at communicating with teammates or not communicating at all. Also, they don’t usually tend to take on new projects or challenges easily.

Today, we will dive deeper into the question of how to win back the disengaged employee. Shall we start then?

What Is A Disengaged Employee?

Although the definition of a disengaged employee is quite clear, let’s revisit the main concept.

There are several key points to define a disengaged employee, but we can summarize them within this definition 👇🏼

“Disengaged employees tend to show lower performance levels, may frequently skip work, and in severe situations, could even take steps to undermine the organization through various means.”

A recent McKinsey research shows that more than half of employees are dissatisfied with their jobs, which leads to disengagement.

There might be infinite reasons for disengagement, but the most important thing is to know how to spot a disengaged employee and take immediate action before it’s too late.

What Are The Signs Of A Disengaged Employee?

Engagement levels can vary widely, and there isn't a strict definition for either end of the spectrum. However, several indicators may suggest someone is becoming disengaged.

These can include a noticeable decline in their performance, a reluctance to embrace new projects, and a general lack of enthusiasm or passion for their tasks.

Additionally, they might struggle to meet performance goals, show an increase in unexplained absences, and withdraw from team interactions.

A disengaged individual may also express dissatisfaction through complaints and exhibit a negative demeanor, which can manifest in frequent disputes with colleagues or efforts to demotivate others.

What Are the Reasons for Employee Disengagement?

An employee who was once fully engaged can become disengaged for a variety of reasons, with a significant lack of autonomy, purpose, and meaning often leading the charge.

When individuals perceive that their contributions lack significance, it may signal a disconnect between the organization's mission and their personal aspirations for fulfillment.

Another critical factor contributing to disengagement is the absence of growth opportunities. When employees feel stuck in their roles without avenues for advancement, a sense of stagnation can take hold.

How Much Does A Disengaged Employee Cost?

In the 2023 State of the Global Workplace Report, Gallup, a leading analytics and advisory firm, revealed that almost 60% of employees report feeling disengaged at their jobs.

This disengagement translates into decreased productivity and increased turnover, leading to significant recruitment and training expenses.

Gallup estimates that the global economy suffers a staggering loss of $8.8 trillion, which represents about 9% of the world's GDP.

While the financial impact on individual organizations may be less severe, small and medium-sized businesses (SMBs) can still face serious challenges, as they rely on tight-knit, efficient teams to thrive.

Impact of Disengaged Employees On Team Dynamics

Disengaged employees can significantly affect their teammates and overall organizational productivity.

If an unmotivated employee struggles to meet deadlines or deliver satisfactory work, it can lead to an increased burden on their colleagues, fostering feelings of frustration and resentment.

This dynamic can strain relationships and diminish the quality of work across the board, creating a detrimental cycle of disengagement.

A Tip to Keep the Employees Engaged: Performance Reviews

Engaging employees effectively can be a complex task, as each person brings their unique aspirations, obstacles, and motivations to the workplace.

Using performance review software can be a valuable strategy in re-engaging employees who may feel disconnected.

These reports offer clear insights into how employees are performing, making it easier to spot those who may be struggling with engagement.

Additionally, performance review software allows for benchmarking employee performance, which can highlight areas for improvement and growth.

Some Tips For Effectively Re-Engaging Employees

Re-engaging employees can be challenging. For starters, being angry or accusatory with them will not get them back on board. Trying to understand them has a better chance of success.

Talk to them in a psychologically safe environment and express your concern that things seem to have changed with them.

It’s possible that something outside is causing distress. If so, is the issue temporary or permanent? Make sure to ask how you can support them.

If the issue is inside the organization, this is where you may be able to help more. Very often simply asking, “What could change at work for you to be excited again about working here?” can invite helpful feedback.

Explore giving your employees opportunities to take on projects that stimulate them so that they can enjoy what they do and perform to the best of their capabilities.

5 Key Points to Motivate A Disengaged Employee

1. Providing Clear Expectations

It's essential to set clear expectations for your employees right from the start. Many workers struggle to grasp what their roles truly involve, with only 40 percent feeling confident about their employer's expectations, as highlighted in Gallup's 2017 State of the American Workplace report.

When employees feel that their job expectations are in sync with their actual work, they are 2.5 times more likely to be engaged compared to those who do not have that alignment.

This proactive approach not only helps employees feel more connected to their work but also contributes to a more productive and harmonious workplace overall.

2. Praising the Employee’s Strengths

Employees want to do their best work but, according to the research of Gallup, just 40 percent feel they are in a position to make that happen.

It's important for managers to communicate and work closely with employees to recognize their strengths. If someone would be better suited in another role, offer opportunities for lateral moves.

When organizations focus on employees' strengths, they increase retention and employee engagement.

3. Recognize a Job When It’s Well Done

In the fast-paced world of meeting deadlines and achieving targets, managers frequently overlook the importance of acknowledging their employees' hard work, often reserving feedback for when issues arise.

However, fostering a positive workplace culture can be as simple as recognizing how individual contributions support the organization's objectives, as highlighted by Harvard Business Review.

Studies indicate that a significant 40 percent of employees would be more motivated and engaged in their tasks if they received more frequent recognition for their efforts.

4. Monitor the Relationship Between the Employee and the Manager

Employee engagement is often influenced by the quality of work relationships. According to the ADP RI report, most employees feel a stronger bond with their coworkers than with their leaders, with less than half expressing a connection to their direct managers.

This highlights a crucial point: employees typically leave their jobs due to unsatisfactory relationships with their bosses rather than the roles themselves.

It's essential for leaders to take the time to understand their team members on a personal level.

5. Creating A Space For A Culture Of Awareness

Engagement in the workplace hinges on employees feeling valued and heard, yet research shows that only 30 percent of American workers feel their opinions truly count.

To foster a more inclusive environment, it's essential to shift away from a top-down approach and cultivate a culture that encourages open communication.

To Conclude Today’s Story… 💌

Maintaining the employees engaged all the time is tough, as it requires a lot of effort.

Meanwhile, you can still automatize some of the projects by conducting regular check-ups with the help of applications or platforms.

Hirex offers various features to facilitate your hiring processes and employee engagement.

Feel free to check out our resources and features for a smoother hiring process! 🚀