4 Keys To Stopping Employee Disengagement

I am puzzled by the increasing amount of people complaining about unhealthy management practices. Some recent reports show that 49% of all employees are not satisfied with their direct supervisors.

Weak culture and poor management practices continue to drive an increasing trend in employee disengagement rates. Bad managers keep flushing talent down the toilet, every day, while most Executives do not seem to realize the cost of unhealthy management practices. The cost of a weak company culture.

99% of employees are afraid of reporting these issues, as they believe that the situation will most likely conclude with them losing their job while their manager stays, or even gets promoted. This lack of trust and confidence in the Leadership team willingness to resolve the issues, allow for bad managers to roam free in their little farmhouses, costing the corporate world hundreds of millions of dollars every year.

Thus, the solution to this problem relies on Leadership wisdom.

Leadership wisdom is a four-variable equation, combining four essentials of exceptional leadership. In order to gain wisdom and act wisely, leaders must possess and nurture:

# 1 Knowledge: Establish fluid, two-way communication channels.

  • Implement bi-directional performance reviews, manager-employee, employee-manager.
  • Implement tools and procedures that enable employees to provide feedback anonymously where needed.
  • Foster a Culture where employee’s constructive feedback is valued, encouraged and rewarded.

A real leader faces the music, even when he doesn’t like the tune.” – Anonymous

# 2 Honesty: Take feedback on board.

  • Make employee’s feedback part of the board meetings.
  • Share feedback openly with all employees, no matter whether it is good or bad.
  • Express appreciation for your employee’s feedback.
  • Be humble and reflect on your mistakes.

Confidence… thrives on honesty, on honor, on the sacredness of obligations, on faithful protection and on unselfish performance. Without them, it cannot live. – Franklin D. Roosevelt

# 3 Justice: Promote equality.

  • Always instill strong values and morals in your people, not only through words, but most importantly through your actions and behaviors.
  • Analyze employee’s feedback impartially through a third, completely objective, party.
  • Establish simple, easy to understand and apply, one pagers on management ethics and values.
  • Make ethics and values part of the management promotion criteria, so that you can check against observed behaviors and feedback.

The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy. – Martin Luther King, Jr.

# 4 Courage: Apply corrective actions.

  • Do NOT tolerate authority abuse or injustice, in any of its forms, not matter who the offender is.
  • Connect employee’s feedback to senior and mid-management goals, promotions and bonuses.
  • Align internal promotion policies and leadership training to company ethics, values, and beliefs.
  • Incorporate employee engagement plans and corrective actions to your strategic portfolio. Make it a TOP priority.

It’s not hard to make decisions when you know what your values are.” ― Roy Disney, Walt Disney Executive

Employee disengagement and talent losses can cost your company hundreds of thousands of dollars every year, so do not take it light.

Instilling a strong company Culture and creating a healthy workplace environment will help your business differentiate and grow, so stop wasting your most valuable asset, your people!

I hope you enjoyed the reading. If so, please do not forget to click on “Like” and share it with others who may find it useful too.

I will love it if you take a minute to comment on this article. That´s the best encouragement to continue to write and share knowledge.

You may also enjoy some of my recent articles:

Jordi Alemany is a creative, insightful, thoughtful and energetic business leader and management consultant, with a contagious passion for humanistic leadership which he instills in everyone around him. He has devoted the past 20+ years of his life to helping businesses and individuals reach their next level and exploit their full potential.

To learn more about Jordi or get in touch with him, please visit his personal site onbranded.me

Best regards,

Jordi Alemany


About Jordi Alemany

I am a multi-cultural and multi-lingual (English, Spanish, Catalan and Italian) executive coach and management consultant, specializing in Humanistic Leadership, Organizational Strategy, and Portfolio Management disciplines. I am an energetic, creative and resourceful, with an innate passion for helping others reach their full potential.
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5 Responses to 4 Keys To Stopping Employee Disengagement

  1. Caleb Kirby says:

    Hi Jordi, great article and extremely relevant. In a time where people have multiple jobs throughout their working life it is so important that managers are more in tune with their employees. Point 4 struck a chord with me and gave more context to the statement “what you accept is the standard you set.”

    It is so easy for managers in organisations to become complacent and disengaged which can have flow on effects that came be really painfully to fix. Culture is one of those things that needs to be continual invested into.

    Thanks for the article



  2. PeopleSavvyAmandaKing says:

    Reblogged this on People Savvy Blog and commented:
    Great article and tactics!


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