Identifying Early Signs of Employee Disengagement

By Khiv Singh No Comments
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According to a recent survey, more than two third of the employees are not actively occupied in their jobs, which means that most of the employees are usually disengaged from work. Many of us are unaware of the fact that Disengagement Process is not a sudden event; it take days, weeks or even months until the employee decides to leave the organisation. But a manager needs to understand the dynamics of Employee Disengagement and should keep a keen eye on how s/he can interrupt the vicious cycle.

Early Signs of Employee Disengagement

There are numerous reasons for Employee Disengagement, for e.g. employee may have issues with the HR policies, they may have disagreements with the managers and higher authorities, or they might have conflicts with co-workers and many more. In every case the early signs of employee disengagement include decreased concentration at work, absenteeism, increased negativity and giving withdrawal symptoms. So, rather than waiting until the employees leave the company, it is better to talk to them at initial stages.

Prevention is Better than Cure

As the above saying goes, to prevent your valued Employee to disengage from work, the Managers needs be proactive in terms of assessing the situation and taking necessary interventions. The Managers during the review meetings should initiate some inquisitive conversations asking a simple question as in “How are things with you”, so that during the discussion the issues precipitating in employee’s mind can come out and can be resolved. Therefore the Manager holds the key here; various management theories reveal the same message that “A Manager’s Outlook impacts the Productivity and Performance of an Employee.”

We at Sapience well understand the intricate relationship between employee productivity and employee engagement. Our product excels in performing smart effort analytics, which gives you a number of parameters as work facts in form of Time spent on Key Activities, Actual time on work versus time in Office, Time on Private Activities and Offline time as well. This enables the manager to recognize if the employee is getting disengaged, so that early intervention can be carried out. Similarly these parameters can be used for timely appraisals and appreciations to motivate the employees in time. If interested, please contact us at sales@sapience.net

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