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Disengagement Is Costly

Disengaged employees cost your company significant amounts of time and money. These costs impact areas such as productivity, performance, and retention.

As a result, you need to find ways to re-engage your employees when needed. The following tips can help.

Find out some main costs of employee disengagement and steps you can take to resolve the underlying issues.

Financial Costs  

Disengaged employees cost companies a significant amount of money:

  • Disengaged employees tend to show up late and take more sick days than engaged employees.
  • These employees regularly complain and undermine the work that engaged employees complete.
  • Disengaged employees miss more deadlines and are less productive than engaged employees.
  • These employees tend to share their cynicism and negativity with customers, resulting in more customer complaints than engaged employees.

Company Performance Costs  

Disengaged employees decrease business performance levels.

  • Less profitable companies may have up to twice the number of disengaged employees as highly profitable companies.
  • Sales teams with high levels of disengaged employees may sell up to 20% less than sales teams with high engagement.

Turnover Costs

As the number of disengaged employees grows, the risk of turnover increases.

  • The costs of hiring and training increase as disengaged employees leave the company.
  • Failure to alleviate the reasons for disengagement lets the cycle continue.
  • Companies need to understand what has the greatest impact on improving the work experience.

Talk with Your Employees

Have private discussions with your disengaged employees. Find out what’s keeping them from fully engaging in their work. Encourage these employees to be open and honest about their issues. This shows you care and want the best for them. Provide the resources and support to improve performance.

Discuss Individual Goals

Help restore meaning to each disengaged employee’s job by discussing their goals. This reminds them of their direction and purpose with the company. Be sure to emphasize the impact of each employee’s role within your organization. Show how their contributions help move the company forward.

Clarify Expectations

Let each disengaged employee know what you expect of their performance. This includes short- and long-term key performance indicators (KPIs). These metrics show whether an employee is meeting the defined standards for productivity and success. Set a time to check in to discuss each employee’s progress.

Maintain Open Communication

Have regular conversations with your employees. This may include weekly one-on-ones, regular team meetings, or social gatherings outside of work. Encourage your employees to openly discuss what’s happening in their lives. Let them know you’re available to help them however you can.

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