Did you know, research claims that 9 out of 10 employees are disengaged? Being disengaged can result in burnout, boredom, lateness, lackluster performance, and workplace conflict. Most of these employees are looking to do what needs to be done to accomplish the task and hand…and no more than that. However, disengaged employees are not necessarily poor employees. After speaking with many agency owners, they have the same problem. How can I get my employees working harder for my agency?

Let’s start out simple and learn to identify a disengaged employee; then we can find ways to fix it.

Traits of a Disengaged Employee

1. Disengaged employees will always find something to complain about.
2. Always make excuses and never take responsibility for their actions or inactions
3. When a new task or lead comes up, this employee will be the last to jump on it and show no enthusiasm.
4. Never helpful to anyone but themselves and will say “It’s not my job.”
5. Spreading gossip, which can destroy team dynamic, moral, and create cliques.
6. If you know an employee is lying.
7. Acting like they know everything and are above listening to you.
8. Independent and not collaborating with the team.
9. Often missing deadlines, late for work, and not keeping their word.
10. No initiative. Good employees look for more things to do for the greater good. Disengaged employees want to wait to be told what to do.
11. Will never ask questions and don’t have the desire to learn.
12. They don’t invest in themselves to become a better employee.
13. Easily distracted. Good employees know how to stay focused.

Another way to find out if you have disengaged employees is to conduct a “stay interview.” Many companies, upon releasing an employee, will conduct an exit interview and find out their employees have been unhappy with just about everything at their agency while working there. Conducting a “stay interview” and asking the right questions can lead to an open conversation with the employee about their satisfaction and commitment to your organization.

For example, you could ask some of these questions:

1. Are you satisfied with the amount of feedback you’re receiving about your performance?
2. What skills or knowledge would you like to use more in your job?
3. What is your wish list for an enhanced role, beyond what you are doing today?
4. What, if anything, gets you excited about coming to work? What is it that makes you dread coming through our doors in the morning?
5. Do you feel like your job has meaning? Do you feel as if it is important?

In this interview, you should pay attention to what is said, but also what is not said. An engaged employee is going to give you feedback, whether positive or negative. A disengaged employee will most likely give very little feedback and just go through the motions. Also, take note of body language. Passion and engagement can be shown through excitement and animation. While disengagement can be demonstrated by people seeming sad, deflated, or closed off.