Signs You’re Fighting a Losing Battle for employee Engagement
Employee engagement consistently ranks as one of the top success indicators for which internal communication (IC) professionals are responsible. Gallagher’s 2024 State of the Sector report found that 74% of their survey respondents named employee engagement as a key success indicator. Yes, employee engagement is an outcome of effective IC. However, IC alone cannot turn the tide in a workplace when other factors are significantly impacting engagement. Company leadership, coworkers, available benefits, professional development opportunities, volume of change, and much more all impact how engaged employees are.
In the State of the Sector report, “disengaged employees” ranked as the second highest barrier to IC professionals’ success. One respondent said, “Staff are disengaged, burnt out, and have no capacity for information, so it’s really hard to get your message across and absorbed.”
Here are some of the telltale signs that you may be fighting a losing battle for engagement.
Lack of initiative—Employees show a lack of initiative and proactivity in their work. They may only complete tasks assigned to them without taking on additional responsibilities or seeking opportunities to contribute beyond their job descriptions.
Minimal participation—Employees participate minimally in meetings, discussions, and company events. They may avoid contributing ideas, asking questions, or actively engaging in conversations.
Low productivity and missed deadlines—Unengaged employees often exhibit reduced productivity levels, resulting in missed deadlines or incomplete assignments. They may struggle to meet performance expectations and fail to consistently deliver quality work.
Increased absenteeism and turnover—Unengaged employees are more likely to take unplanned leave, such as sick days or personal days. A disengaged workforce can also experience higher turnover rates as employees seek more fulfilling opportunities elsewhere.
Negative attitude and low morale—Unengaged employees may display negative attitudes, complain frequently, or express dissatisfaction with their work or the organization. This negative energy can spread throughout the workforce and impact overall morale.
Lack of collaboration and teamwork—Unengaged employees tend to work in silos and show minimal interest in collaborating with colleagues. They may be unwilling to support or assist others, leading to a fragmented work environment and reduced teamwork.
Limited career development and growth—Employees who lack engagement often show little interest in their career development and growth opportunities within the organization. They may be uninterested in pursuing additional training, acquiring new skills, or taking on challenging projects.
Absence of innovation and creativity—Unengaged employees typically demonstrate a lack of interest in contributing new ideas, finding innovative solutions, or taking calculated risks. They may resist change and prefer maintaining the status quo.
Poor communication and feedback—Communication breakdowns and limited feedback are common in unengaged workforces. Employees may struggle to express their thoughts, provide constructive feedback, or communicate effectively with their peers or superiors. While IC pros can help more with this area than the others, everyone within an organization is a communicator. We can empower, educate, and influence—but we can’t own every communication element within an organization.
High stress and burnout—Unengaged employees may experience higher levels of stress and burnout due to disinterest, lack of motivation, and feelings of being stuck or unfulfilled in their roles. This can have a negative impact on their well-being and overall performance.
Turning the tide on employee engagement is truly a collaborative effort. While the IC team can help identify what’s impacting engagement, we must work cross-functionally to make a true, lasting impact. Effective communication is only one piece in a massive puzzle.
Take Action: Assess your own organization’s engagement levels. Are you noticing these signs? Start the conversation with leadership and other departments to address these challenges head-on. Together, we can create a more engaged and motivated workforce.
