5 WAYS TO Deal With a Disengaged Employee

Employees often feel disengaged from the workplace if they don’t have a good working relationship with the line manager or don’t enjoy the assigned responsibilities. Brinda Dasgupta talks to experts to find out how senior managers can deal with such employees

1 Engage in Conversation

Getting down to the underlying cause of an employee’s disengagement is important. Ask the employee whether he or she sees lack of opportunities for growth or absence of conducive work culture. “An open discussion can do wonders. Once the expectations are clear after the personal goal sheet exercise, organisations can take a call on what can be done,“ said Pankaj Bansal, Cofounder of PeopleStrong HR Services.

2 Demonstrate Concern

Be in constant touch with the employee in question and give him or her an opportunity to do meaningful work. “Transparency’s role in engagement is vital,“ said Vipul Singh, Head of HR and Communications at ADP India. “People feelmore empowered when they have information. Ensure the employee has the appropriate information which impacts his or her career,“ he said.

3 Provide Skills & Training

One reason for disengagement at the workplace could be an inability to properly fulfil theassigned work and duties. “Relevant training programmes can be aligned for the employee to help him or her gain more skills and understanding, which are required for a better performance,“ said Shamita Ghosh, Deputy General Manager-HR at BookMyShow.

4 Improve Work Environment

Find out if the employee in question is being affected by a direct supervisor’s behaviour or has a lack of pride or trust in the organisation. Corrective measures may need to be taken to ensure the employee has a positive work environment. “Understand and align the needs of the employee with the goals of theorganisation. Create a strong and relevant work culture,“ said Singh.

5 Allow Opportunity for Change

The employee may not be feeling comfortable in the role assigned and may have trouble managing the responsibilities. “Consider the aspirations and capabilities of the employee and allow job rotation, so that they can experiment with other roles or even functions,“ said Ghosh.


Source:- The Economic Times (Mumbai)

Date:-10th June,2016



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