Feeling disengaged at work, why, and what can be done to prevent it?

As per the definition, Employee engagement is – “a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively the nature of the relationship between an organisation and its employees.” So quite obviously the relationship between the organisation and the employee really matters to sustain engagement in work. This gives us a light on where the root cause of disengagement lies.

An organisation is built with people, and in an organisation, there are many levels in the hierarchy, thus, reasons for disengagement could take many deviations. For some disengagement at work could be distinctive to the individual, their direct reporting structure, and circumstances they find themselves in, etc. but fundamentally it comes down to an employee’s unmet needs.

Why is Employee Engagement important? For a better business outcome. Based on Gallup research only 21% of employees worldwide fall in the “engaged” category.

Signs that you are disengaged at work

• You feel bored at work.
• You don’t feel like going to work.
• You become a Clock watcher.
• You take more leave with no good reason.
• You are looking for new jobs.

While it may seem, this is beyond your control, there are a few ways you could overcome it on your own personal level.

1. Start afresh! Maybe take a short break – this may give you a breath of fresh air, it could even change the way you were already looking at things. Go on a vacation or meet old friends.
2. Speak up – Nothing can be solved without proper communication. Communication is vital to understand each other and clearing disputes.
3. Self-motivation – Self-motivation drives us to go on. Setting up small goals will eventually gain momentum toward work.
4. Take good care of yourself – This means you get sufficient rest, nutrition and even stay up to date with industrial and technological knowledge.

In conclusion, feeling disengaged at work can have detrimental effects on both individuals and organisations. It often stems from a combination of factors such as lack of purpose, poor communication, and limited growth opportunities. To prevent disengagement, it is crucial for employers to foster a positive work culture that promotes open communication, provides opportunities for growth and development, and encourages employees to find purpose in their work.

By investing in their employees’ well-being and creating a supportive environment, organisations can cultivate a workforce that is motivated, productive, and fully engaged, ultimately leading to improved performance and success for all. Remember, engaged employees are the driving force behind innovation and growth, and by prioritising their satisfaction and fulfillment, organisations can create a win-win situation for everyone involved.