This can be caused by several things:
- not being recognized or acknowledged for a job well done, or ignored
- feeling under-challenged or that they are working below their capabilities
- being unfairly treated or denied a request for leave, additional flexibility, etc.
- not being listened/responded to or asked for their input
Staff Do Not Trust Their Manager
Disengaged staff who lose trust in their manager spend more time wondering what truths their managers are trying to hold back from them or questioning their manager’s honesty, than taking care of their assigned responsibilities.
Managers can lose staff’s trust by saying one thing and doing another. If you promise something to an employee, they expect you to follow-through.
Keeping your word and being consistent is the best way to keep employees’ trust.
Micromanaging or over-controlling how tasks are completed is also important. If your staff feels like you don’t trust or believe in their capabilities, they may reciprocate and not trust you. Trust is a two way street, and you must be willing to give trust to gain it.
Staff become disengaged when they don’t have a good connection with their manager.
For many employees, their boss is one of the most important people in their work-life.
As a result, positive, supportive relationships between employees and their managers play a critical role in engaging staff.