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How to Work With Someone Who's Disengaged

Disengaged Employees

Engagement at work is a sign of employee motivation and resulting productivity. Unfortunately, only about 13% of people globally are engaged at work, and disengaged employees cost the economy $500 billion per year. Work engagement has a direct correlation with performance.

There is a dire need to increase our ability to collaborate with disengaged and less motivated employees.

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IDEA EXTRACTED FROM:

How to Work With Someone Who's Disengaged

How to Work With Someone Who's Disengaged

https://hbr.org/2020/03/how-to-work-with-someone-whos-disengaged

hbr.org

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Key Ideas

Disengaged Employees

Engagement at work is a sign of employee motivation and resulting productivity. Unfortunately, only about 13% of people globally are engaged at work, and disengaged employees cost the economy $500 billion per year. Work engagement has a direct correlation with performance.

There is a dire need to increase our ability to collaborate with disengaged and less motivated employees.

What Not To Do

  • Do not make assumptions about a disengaged employee's performance. While statistically, such employees do underperform, there can be other reasons too.
  • Do not force an employee to be someone they are not. Everyone cannot be happy and optimistic all the time.
  • Do not get emotional, and stick to a transactional, formal, work-focused style. Do not expect to win their hearts or influence them by appealing to their emotions.
  • Do not assign employees tasks beyond their area of expertise.

Approaching Disengaged Employees

  • Use extrinsic motivating factors such as incentives and rewards to get productivity from a disengaged employee.
  • Understand what drives them, connect with them, gaining their trust and respect without being emotional, and focus on what they value.
  • Respect an employee's personal space and their need to distance their problems from their work.

Ultimately, it is what an employee delivers that matters most, and a manager has to focus on figuring out how to get the work done.

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A few specific, research-backed steps that can be taken to improve the engagement and productivity of remote employees:

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Head hunters are now actively seeking out those employees who can clearly recount what went wrong with a project and what lessons they learned.

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A good team member doesn't regard other team members with suspicion, envy or resentment.

They understand that sharing information is vital to efficient problem solving.

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Find out if your performance evaluation is according to what you understand. Identify your goals and key performance indicators with your manager, and discuss accordingly.

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Ask for feedback, learn from it and adjust your performance (or behavior) according to the areas of improvement that you get to know from others.

Example: After giving a presentation, talk about what went well and ask if there is something that you could have done better.

Keep a Journal

Keeping a journal with a record of your learnings and feedback (areas of improvement) can keep us on the right path, and speed up our progress, and learning too.

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Communicate clearly and frequently

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