Employees are the heart of the company. The more committed they are to their work, the better your business will be. But be careful. Engaged employees have the power to build great companies, while unengaged employees have the power to tear them down. In the US, one in two dedicated employees is actively retiring.
Engaged employees are inspired, productive, and motivated. They love what they do and put a lot of effort and interest in your business and its development. According to Gallup, as of the end of 2021, his 34% of U.S. employees were engaged. The lucky companies with high employee retention are 21% more profitable and 17% more productive than other companies.
On the other hand, unmotivated employees are often disconnected, unmotivated, negative, unproductive, late and/or absent. They’re hard to work with (like rolling your eyes at the last email) and spend more time scrolling through social media than getting work done. But disengaged employees aren’t typically as easy to spot. They may only do what is necessary and take no further initiative.
According to Gallup, seven of his 10 U.S. employees are not engaged or are actively away from work. To make matters worse, Gallup estimates that disengaged employees cost the US economy about $500 billion in lost productivity each year. husband
All this is why you are here. If every employee were running into work with a big smile every day, you wouldn’t be reading this post.
Instead, some of your team members may be feeling uneasy about being cut off from work. Luckily, we aim to help teams work better. Here are some ideas for why (and how) to keep your team on track with encouragement, empathy, time, and support.
Now is the time to take action and improve your work experience and work connection.

Why are employees leaving?

When the now disengaged employees first joined the company, they were (hopefully) bright-eyed and full of hopes, dreams, and career aspirations. They had expectations of what your relationship with you, your team, company, culture, and leadership would be like. They probably knew how, when and how they wanted to communicate and what kind of connections they wanted to make at work. They also expected the flexibility, autonomy, and work-life balance that their new position would bring.
You aligned (hopefully again) with the company’s vision, mission, and direction. After all, that’s one of the reasons they joined your team. The same applies to their roles, routines, responsibilities, goals and career development.
At some point, one (or many) of their expectations were not met. You may have talked to someone about it, or you may have personally noticed that they seem switched off, withdrawn, or less motivated than usual.
Determine the reason for dismissal of an employee
Let’s take a look at some of the reasons behind employee turnover and what you can do as a manager to bring it back.

It’s easy to see how frustrating and challenging one of these situations can be for your employees. Especially when employees feel they have to figure it out on their own. No wonder they broke up! That’s why we need to remind them that they are not alone. Show them that we can work together to find a solution that works for everyone.
Don’t give up on her! It is possible to turn a reluctant employee into an engaged employee. It takes time, trust, good listening skills on your part, patience, and some research work to uncover the causes and potential creative solutions.

What’s the difference between underperforming and being unattractive?
Not being engaged is the same as being unmotivated at work, which can lead to poor performance. However, even when employees are dedicated to their work, their performance can suffer.
Underperforming means not meeting the responsibilities and expectations of your role. Poor performance can be due to many things, including but not limited to exits. For example, employees may not know exactly what is expected of them. Alternatively, they may be overworked or not properly trained. Alternatively, there may be personal reasons unrelated to work.

Why unmotivated employees need encouragement and support
Only mind readers know what their employees think and want. That’s why we need to create a safe, open, respectful and transparent environment to connect with them.
Note that I didn’t tell you to talk to them. Because it’s your job to listen. To do that, you need to make them feel like they can talk to you or anyone in your organization that isn’t you.
The root cause of demotivated employees is emotional
The reason employees were demotivated and are still demotivated is probably emotional. It can be a sensitive area and they need your trust, encouragement and support before they can open up to you.
Finally, employee engagement is the strength of the emotional connection and commitment to the company. This inspires dedicated employees to go the extra mile and want to help the company succeed. A highly committed employee is emotionally and mentally involved in your company and their career with you. But that doesn’t mean unmotivated employees didn’t want it either.
New York bestselling author Kevin Kruse wrote on his blog: You don’t want to actively retire, but when you’re in the middle of retirement, see if you can reconnect and commit to your company’s mission and vision. See if you can reconnect with your boss or manager and rekindle the passion you once had. ”

How to Help Re-Engage Disengaged Employees
Your first step as a team manager is to talk and listen to your employees. Make them feel heard and understood. Remember that you are asking them to re-engage, reconnect and re-engage with you, your team and company. Show them that you are on your way to this initiative and that you haven’t given up yet.

Helpful re-engagement tips

• Create a safe, neutral space to connect 
• Listen
• Be honest, open, and transparent
• Don’t take it personally—it’s about them
• Make time for them
• Have patience and keep at it—re-engaging employees is an ongoing long-term process
• Help them clearly understand your company goals and vision
• Work with them to understand their goals and career plans
• Find a way to align their goals with your company’s
• Ask how their work experience can be improved
• See if they require more flexibility and wellness opportunities to destress
• Set goals and check-in points together 
• Make a commitment to them 
• Give them some time and space to work on projects that inspire them
• Stay on track together
• Reconnect them with the team through activities they’re interested in

This is also a great opportunity to connect personally with all your employees, whether they’re feeling demotivated or not. Stop by to see how it’s going and what we can improve. Create a safe, transparent and open space for employees to share their feedback and concerns.

4 Basics for Motivating Unmotivated Employees
How do you connect your employees with your organization?To motivate your retired employees, you should consider her four key points:
Vision: Clarify the company’s vision and share it top-down.
Values: Embed your company’s values ​​into your culture and see where they align with your employees
Motivation: What motivates employees to participate? Intrinsic, extrinsic, peer, or personal?
Strategy: What is the best way to put a re-engagement plan into action?
Ask what your employees want and need from you, your team, and your company.

Reintegration begins with trust and openness in working relationships
After all, no one wants to be distracted from work. Sometimes they just need help to achieve what they really want and get to the point where they need to get involved again. Communicate openly and frequently with your employees to see how they are doing. If they feel distant, it’s okay.
Give them time and space to explore their roles, responsibilities, and career goals. Work together to find common ground that intersects what they want and what their role requires. This is the ideal point at which re-engagement occurs.