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 NEWSReenergize the disengaged worker By Loretta W. Prencipe April 13, 2001 Your once star employee no longer enthusiastically seeks project assignments and rarely speaks out at meetings. You have a disengaged employee. Here's how to get that staffer back on track.
Expect increased disengagement during layoffs or a merger and acquisition Arrington says that current market conditions may cause some employees to become disengaged -- or disconnected -- from the workplace. "When a company has gone through a serious of layoffs, as many tech companies are doing now, employees might pull back from the pace and be preoccupied by the layoffs. Managers need to keep this in mind," she says. Arrington also says that a merger and acquisition may cause some employees to become disengaged so that they are no longer motivated by their job duties. Employees' anxieties increase as they spend time speculating about their future employment status. When company status is in such flux, "the employees' roles are not well-defined. The [new] boss or staff hasn't been named," Arrington says. She also points out that the longer a potential merger and acquisition remain unresolved, the more that potentially affected employees might become disengaged. Identify the disengaged worker "Disengaged workers are rusted out, rather than burnt out," Arrington says. They are often formerly excellent employees who did whatever it took to get the job done and who now contribute at a minimal level, she adds. "Disengaged workers don't have traction. They're not accomplishing the same amount of work that they used to." Arrington also points out that someone not motivated by his or her job won't make progress on professional goals. "The person has pulled his or her heart out of the work," Arrington says. Arrington describes some signals that managers should watch for to identify the disengaged employee. "The person used to contribute in meetings and now no longer offers his or her views. Or that person was always ready to pitch in during an emergency, and now sits on the sidelines. Managers will see these kind of dramatic changes in behavior. Each person behaves differently. Some disengaged workers start taking long lunches or more sick time." Decide whether or not to work with employee Even with the difficulty in finding the right IT staffer, not every disengaged employee is worth bringing back into the fold, says Arrington. "If this person was a marginal player before becoming disengaged, you might want to choose to end the relationship," Arrington says. But if that employee normally was motivated and results-oriented, addressing the problem with the employee is the better alternative to firing, says Arrington. Talk to the employee "One disengaged worker can affect the morale of the entire team," Arrington says, "Nip it in the bud. Don't let it fester." If a manager notices an employee exhibiting symptoms of disengagement, close the door and have an off-the-record conversation with the employee. The manager should approach him or her in a concerned, but positive manner. Begin by telling the employee that you've noticed a change in his or her behavior. Ask whether the problems are coming from work or home. Arrington suggests you then ask open-ended questions. "Ask how the employee can deal with the problem. Many formerly motivated employees will be relieved if their manager says, 'We want you to make a difference. We want to see you succeed,' " Arrington says. How the manager approaches the employee is just as important as what is said. "Don't be punitive and say, 'What the heck have you been doing? You're not making the bar.' If the manager is negative or if the employee isn't made to feel important, he or she may think, 'Well heck, why should I care if that's your attitude,' " Arrington says. Consider if perhaps the corporate or team culture is to blame Besides external factors that may cause employees to lose interest in their jobs, the internal corporate culture mightalso be demotivating to employees. "If you find that you have several disengaged workers, that might be symptomatic of your culture," Arrington says. If that's the case, the manager needs to make changes in the department. "Make your team an exciting place to be. If your team is meeting your goals and performing well, this can bring disengaged workers back into the fold," she says. Take concrete action to reinvigorate Besides speaking one-on-one with disengaged employees, Arrington suggests taking concrete action to reinvigorate disengaged workers. "A good way to offer a compelling opportunity to a disengaged worker is to put together a small team to analyze emerging technologies. It's very exciting for IT professionals to look at the newest technologies and analyze how they might apply to the business," Arrington says. "The employee should also understand the level of risk that the company is willing to accept with regard to emerging technologies, the amount of money that has been or would be budgeted for new technology." Arrington also suggests other methods to motivate disengaged staff. Managers should continually engage employees with new challenges, such as moving directors around within the company every year. And a tried and proven management technique is to conduct team building exercises.   RELATED SUBJECTS  Professional DevelopmentSPONSORED WHITE PAPERS 
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