Re-Igniting the spark:How to help people re-engage with their work

These days, employee engagement is treated as the miracle drug for workplace challenges - we hear about the benefits of employee engagement from our favorite bloggers, read about them in the newspaper, and see them on conference agendas: But new research suggests that 37% of employees feel disengaged and demotivated at work.

Employee engagement can be defined as the level of an employee's commitment and connection to the company they work for. Engaged employees look forward to going to work and are the biggest advocates for their employer, adopting their organisation’s values and vision to become active contributors to the firm’s success.

But on the flip side of engagement comes disengagement – and unhappy employees come at a great cost to the business. Disengaged are not simply ‘bad’ workers; a disengaged employee may even be one who has been a top performer in the past, and they have the potential to be so again.

Being able to recognise that employees are not engaged is harder than it may sound. There are two levels of employee disengagement; those who ‘not engaged’ at work and those that are actively disengaged. Those actively disengaged may show high absenteeism, negativity, opposition to new challenges, and lack of enthusiasm.

However, the employees that are not engaged may be harder to spot as their behaviours tend to be less extreme.

Some signs to look out for include:

• A decline in work performance

• Taking more breaks or time off without good reason

• Withdrawal from the team

• A disinterest in learning and growth

Wellbeing Partners, who carried out the research is offering five tips from their “Back on Track: the Post-Pandemic Mindset” session for employees, which helps foster a post-pandemic mindset that is resilient, positive and prepared for the challenges ahead. In summary:

1.      Mindfulness for Resilience and Calm: practicing mindfulness reduces stress, promotes relaxation and gives people the tools they need to be resilient in the face of challenges.

2.      Challenge Unhelpful Thinking Patterns:  habitual patterns of thought can trigger and sustain stress. Learning to respond differently at times of challenge boosts confidence, resilience and mental positivity.

3.      Explore – don’t Ignore: while we naturally shy away from difficult subjects, it’s important to surface emotions through journaling, speaking to others or engaging in creative projects. Exploring difficult emotions helps us process them, reducing their impact and decreasing negative mindsets.

4.      Find the Right Balance: demotivation is often a sign that we need to pay more attention to our work/life balance. Actively putting clear, defined boundaries in place to transition from work to rest are key. Not checking emails after work hours is a simple but effective starting point. Instead engage in fun, relaxing or supportive hobbies and activities.

5.      Cultivate Connectivity: engaging with others makes us happier, so we should look to activities that bring people together.  Volunteering or engaging community projects help boost mood and confidence whilst reducing social anxiety.

James Milford, head of behavioural sciences at Wellbeing Partners, who carried out the research, said: “A significant number of employees, more than a third, report feeling disengaged, exhausted, unfocused, low in motivation, and many are also anxious about social interaction. It’s something that employers simply cannot ignore as recruitment and retention becomes more challenging. 

“Businesses need to prioritise and put in place structures that cultivate better work-life balance for employees as a first step for re-engagement, and then encourage staff to take actions that enhance focus, improve mood, build confidence and create a more positive mindset around their work.”