Reasons for Employee Disengagement and Ways to Deal with Them

Employee retention is one of the biggest concerns for every business’ HR department irrespective of the business size. Employee engagement is one of the critical factors that influence employee satisfaction and retention. Every new employee joins an organization with an optimism that he/she gets a good pay with opportunities that help in career advancement and future will be bright. However, everything is not so rosy and overtime employees get disengaged with things stacking up and may eventually quit the organization. As per the HR management consulting professionals, employee disengagement is not an impulsive thing and is a process that takes its own time. It is the responsibility of the management and HR personnel of an organization to identify if the employees are disengaged and get to the roots of the issue and if needed, they should take assistance from a reputed human resources consultancy so as to retain the best talent. Here are some of the root causes of employee disengagement as outlined by some of the top HR consultants.

Unclear expectations for employees: One of the most influencing factors in the disengagement of employees is the fact that many employers fail to set clear expectations for employees and sometimes although the expectations are clear, they are not compelling enough to motivate them and keep engaged. Also, it is observed by HR consultants that many times organizations prepare unrealistic and irrelevant job descriptions as the hiring managers are not associated with the day-to-day tasks of an employee. The solution to this problem is integrating the functional managers and their team members while creating job descriptions and hiring new candidates.

Mismatch between employee skill-set and organizational requirements: Another reason for the disengagement of employees that is directly related to the point we previously discussed is the misalignment between the job requirements and the employee skills. Due to the wrong and unclear job descriptions, wrong candidates are hired for positions who feel that their skills are not being optimally utilized and get frustrated with their jobs. HR management consulting professionals suggest screening candidates before hiring if they suit the requirements of the organization and delegating employees tasks based on their skill sets after hiring.

Lack of career advancement opportunities: It is natural for employees to feel demotivated and disengaged with the organization when they cannot see a bright future in the organization. No individual would be willing to remain in the same position for years without any growth and hence, to avoid employees quitting the organization due to this reason, it is essential that organizations provide training and development programs and career coaching that help them advance in their career.

Lack of value and recognition: Employees get disengaged when they are not valued and recognized. Managers at all levels should know how to provide feedback to the work done by their subordinates and at the same time acknowledge the good work done by them with both money and appreciation.