The disengaged employee has always been a sensitive issue for companies because it’s enough causation for them to look inward to discover what’s going on to cause their employee to act this way.
What exactly is a disengaged employee?
A disengaged employee is a term used to describe a team member that shows signs that they aren’t interested in the advancement of the company and don’t really think about the organization the second they leave the office.
Although some may assume that they aren’t doing what they’re supposed to, you’d be surprised to find that many disengaged employees are still doing their jobs, it’s just that they’re doing the minimum to get by and have no emotional attachment to their work.
How can I be sure that an employee is disengaged?
A disengaged employee would typically show these signs:
- Constantly complaining about their work.
- Frequently gossiping about the company or other co-workers.
- Lying about things regarding their work.
- Lack of enthusiasm for new tasks and projects.
- Never shows initiative and waits for someone to tell them what to do.
- Doesn’t ever try to help others.
- No desire to grow as an employee.
- Very easily and often distracted.
Now that you’re better acquainted with what a disengaged employee looks like, let’s dive into disengaged recruiting teams specifically.
If your organization is riddled with disengaged employees, chances are you also have a high turnover rate which is putting a lot of pressure on your recruiting team to constantly find new talent, which could lead to a very overworked & disengaged hiring team.
A hiring team that is showing signs of disengagement is a serious issue for any organization and should be dealt with as fast and efficiently as possible. If not, you risk them bringing on candidates that aren’t as talented and tainting your entire organization as a result.
With that said, let’s go over some strategies that can combat disengagement in your recruiting teams:
- Stay calm
Plenty of managers may be quick to fire any employee that they feel aren’t giving it their all. Although these frustrations are understandable, it’s important that you don’t make any rash decisions that will ultimately hurt your organization.
Keep in mind that firing an employee means that you’ll have to repeat the costly and timely process of finding someone else, as well as worrying that your quick decision to let someone go may lower the morale of everyone else on the recruiting team.
And the last thing you want in this situation is to have even more members of your hiring team be disengaged.
- Start a dialogue
Many managers make the mistake of thinking that the problem may be much larger than it really is. In reality, just sitting down with the employee and having an open conversation will go far in better understanding their issues and ultimately fixing the problem.
With that said, make sure that you’re speaking with the employee one-on-one as to avoid any issues with spreading their privacy. You also need to make sure to show that you’re truly concerned and not just doing it because it’s mandatory.
- Ask them what they want out of their career
A lot of disengagement stems from recruiters not understanding what they truly want out of their careers. By asking this question, their answer should give you plenty of insight into why they’re showing disengaged behaviors along with giving you an idea of how to address it.
If their career goals align with the goals of your organization, then you know to keep working on the issue. If not, then you may need to have a conversation about them looking for employment elsewhere.
- Keep records of all their issues
Remember that just saying that an employee is “acting disengaged” isn’t enough to prove your point.
Do your best to keep a record of each time they show behaviors of disengagement so that you can bring it up in meetings as proof of your concern.
It will also help them come to the realization that they are showing signs of being a disengaged employee.
- Let them know you’re on their side
It’s also crucial for your recruiter to understand that your coming from a place of empathy and understanding and aren’t trying to attack them or find a reason to fire them.
If they feel like you’re against them, they’ll immediately get defensive and any hopes of removing the issue are immediately ended.
- Take steps to improve the work environment
After getting a better idea of what may be bothering the employee, you now have a stronger plan of action for how to improve the situation.
Whether it’s the behavior of a manager or supervisor that is causing them to feel disengaged or a lack of trust in the organization, make sure that you’re building a plan to address the issue as well as letting the recruiter know that action is taking place to better the situation.
- Send the recruiter a report of the conversation
Take very thorough notes of the conversation that includes a summary, your plan of action for your organization and the employee, along with any consequences of failing to meet the requirements of the plan.
This lets them know that you’re listening to them and taking the issue seriously.
If your goal is to get your disengaged recruiter re-engaged and productive again, these steps have to be taken in order to get them to shake the feeling that is bringing them down.
Your recruiting team is too crucial to your organization to risk having any members that aren’t working to their fullest potential to help the company achieve its vision.