Disengagement can be costly. In US alone, the cost of disengagement is estimated to be close to $550 billion annually. While organizations spend a significant lot of their resources and money in increasing their profits, it is time for them to take a close look at their people and their engagement at workplace. The first step towards solving the disengagement problem is to understand and recognize it.

Here are a few pointers to help differentiate between your Engaged Vs Disengaged Employees

Walking the extra mile

love job

  • Employees who are engaged go above and beyond their duties
  • Disengaged employees are happy doing the bare minimum

What can we do?

Communication is the key! Recognize, Give Feedback, Listen and Respond. No one has the internal stamina to continuously pump out epic work without a pat on the back once in a while. We’re human.

Advocating for Company


  • Employees who are engaged feel proud to be a part of the Company and advocate for it
  • Disengaged employees wouldn’t recommend the Company to their friends

What can we do?

Recognize their contribution to the Company’s growth by associating an incentive for their referral. It shows that you care and you want to thank them for their support.


Encouraging Others


  • Employees who are engaged always find ways to motivate others to participate, be it a contest or training that helps one improve
  • Disengaged employees put all their energy in complaining about how things are not right without any reason? No, there is always a reason. But it is a huge turn off, and can easily distract others.

What can we do?

The key here is to be the “Doctor”. Listen, diagnose the problem, suggest a remedy. Most of the time, precisely 80% of the time these are trivial things that can easily be addressed, but need to be addressed in a proper and timely manner.

Getting the work done

work done

  • Employees who are engaged show dedication towards their work. This shows in the quality of the output
  • Disengaged employees lose focus very easily. They are mostly comfortable with “Good Enough”

What can we do?

No matter how busy you get, remember to show employees respect and appreciation. Offer meaningful recognition , and they’ll reciprocate the respect by producing quality work. Positive reinforcement for a job well done is not a new concept, but it’s a solid one.

Owning up


  • Employees who are engaged own up to their mistakes because they want to learn from them
  • Disengaged employees will always have an excuse up their sleeve.

What can we do?

Remove fear of being reprimanded for their mistakes. We’re human after all. Important thing is to commend employees on how they attempt to correct their mistakes. Guidance is the key!

At EngazeWell, we have attempted to address the disengagement problem with Karma, which acts as a measure of an employee’s engagement with the Company and the best part is, there is absolutely no need for any extra effort from the employee or the manager to keep engaging.

Karma addresses the prime indicators of engagement –

  • Purpose: Without seeing the purpose of their work, your employees will never be motivated to do their best. Employees need to know how their efforts contribute to worthwhile goals.
  • Participation: A high level of identification with company’s goals and values usually results in a desire to be somehow involved in decision-making processes. Giving employees a voice, asking them for feedback, or even encouraging them to set their own goals instead of just obeying orders serves as balm for engagement at work.
  • Transparency: In order to commit to their work and their company, employees need to know their organization’s mission and vision, as well as its priorities and goals.
  • Trust: Engaged employees will do whatever it takes to support their company, even if nobody is watching. When managers still observe and control every step they take, they will not feel acknowledged and soon get frustrated.

Want to know how Karma works? Visit www.engazewell.com and get in touch with our team today!

Shivani Ohol

With more than 12 years of core Human Resources experience in IT/ITES industry, Shivani has worked with small to mid-sized to large organizations in the HR function spanning almost all the functional areas such as Talent Acquisition, Talent Management, Compensation & Benefits, Statutory Compliance, Training, Organization Development, Performance Management and Management Reporting.

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