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How to Identify and Engage a Disengaged Employee

How to Identify and Engage a Disengaged Employee

67% of the American workforce is disengaged. and HR shares the blame. It’s time for recruiters, hiring managers, and HR executives to step up to the plate and take a swing at the disengagement epidemic. Disengagement influenced productivity losses cost US companies $500 billion each year. What will you do to make sure your organization is the exemption?

Understanding the Employee Engagement Landscape:


The State of The American Workplace Report categorizes employees as engaged, disengaged, or actively disengaged. Engaged employees make up 33% of the workforce. They love their jobs and try to make the company better each day.  

Disengaged employees make up 51% of the workforce. Disengaged employees just show up, punch in, and do what’s asked of them. HR should move to identify and engage disengaged employees to prevent them from slipping into active disengagement and encourage them to move towards full engagement.

The remaining 16% of employees are actively disengaged, are miserable in the workplace and work to destroy what the most engaged employees build. These employees are difficult to spot, as they cover their tracks, but actively disengaged employees should be let go when discovered.

How to Identify Disengaged Employees in Your Workforce:


Employee engagement can vary dramatically in teams across your organization, but most employee engagement problems happen at the local level. To identify low engagement areas, you’ll have to work with hiring managers and team members on an individual basis. For HR functions supporting large organizations, the idea of engaging on an individual basis may seem daunting.

Don’t take this challenge on alone. Have each recruiter partner with the hiring managers and teams they provide hires to. Recruiters should reach out to their hiring partners to enquire about the performance of candidates they’ve placed into teams.

Most teams will have quantitative and qualitative employee performance measurement processes in place. Gather that data across all of the organizations you support. Places where employees are not meeting qualitative and quantitative performance standards are indicative of teams with disengaged employees.


How You Can Influence Employee Engagement:


Creating engaged employees starts with the first employer brand interaction a job seeker has. For most brands, the first interaction happens on your careers page or job advertisement. One way to increase engagement there is to deploy a live chat window. Job seekers can engage in 1 to 1 conversations with recruiters through your live chat window.

This provides candidates with a personalized, human experience, and sets the tone for later interactions with your employer brand. Adding a live chat window is just one tactic of many you can take to humanize your hiring process. Candidates moving through your employee lifecycle should be engaged effectively throughout their journey.

You should use communications channels preferred by modern candidates like text message to screen, provide information, and onboard new hires. When HR institutes processes to improve engagement at all levels, your organization will see an influx of highly engaged hires, greater productivity, and higher employee retention.

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