How to Fight Disengagement at Work

What Exactly Is Employee Engagement?

Employee engagement refers to the emotional connection a team member has with their work, their team’s goals, and their company’s mission. Think about the most engaged coworker you know—how do they feel about their work?

In the context of Maslow’s Hierarchy of Needs, engagement aligns with esteem, love, and belonging—just before self-actualization. Once our basic needs are met (e.g., salary, security, comfort), we naturally seek deeper engagement. This manifests in the desire to connect with something meaningful and to feel professionally fulfilled.

The Impact of Employee Engagement

Disengagement from work comes at a high cost. A recent American study shows that nearly 7 in 10 employees are not engaged at work—representing a loss of almost $350 billion. In Europe, almost one-third of employees are seriously considering leaving their companies, and that number has steadily increased since the 2008 economic crisis.

However, this growing trend of disengagement is neither mysterious nor irreversible. If organizations understand the root causes, they can take concrete steps to reverse it.

An Intensifying Phenomenon: Insights from a Global Survey

A 2017 Gallup “State of the Global Workplace” study found that 90% of employees in Western Europe are not engaged. In contrast, the U.S. has a disengagement rate of 67%. While engagement is typically higher among managers, 72% of them are still not engaged in their roles.

Yet, companies that prioritize engagement are significantly more productive and profitable. That’s because productivity is driven by a combination of professional skills, clear goals, and commitment. In other words, motivation in the workplace is closely linked to business performance. On the flip side, demotivation leads to reduced productivity, increased absenteeism, and higher turnover.

Factors That Lead to Disengagement—And How to Counter Them

1. Lack of Meaning

Meaningful work is essential for employee engagement and professional growth. It comes from alignment between the company’s values and the employee’s personal values, as well as from clear goals and purpose behind each task. These factors build loyalty and motivation.

2. Low Pay

In times of economic crisis, many companies freeze wages, increase layoffs, and pile on pressure. This disconnect can leave employees feeling undervalued and powerless—lowering morale and ultimately performance.

3. Lack of Development Opportunities

Offering internal growth opportunities shows employees that you’re invested in their future. Knowing their ambitions helps you create a development plan that inspires them and keeps them moving forward.

4. Lack of Recognition

Recognition is a powerful motivator. If an employee’s work goes unnoticed, they’re less likely to stay motivated. Leaders should regularly acknowledge effort and success—whether through verbal praise, bonuses, or public recognition.

5. Poor Work Atmosphere

Team cohesion is vital. Conflicts and poor communication reduce morale. Managers must foster a culture of collaboration and fairness, use conflict-resolution skills, and promote team-building.

6. Unrealistic Workload

Balance is key. Overworking employees leads to stress and burnout, while underworking leads to boredom and disengagement. Managers must allocate workload appropriately to keep teams productive and healthy.

7. Outdated Management Styles

Management has a direct impact on engagement. Autocratic or disconnected leadership reduces motivation. Effective managers are communicative, empathetic, and empowering—able to coach their teams through change and challenge.

How to Measure Employee Engagement

Unsure whether your employees are engaged? There are proven methods to help you assess their engagement levels.

Use Surveys to Measure Engagement

Highly engaged companies often conduct engagement surveys more frequently—quarterly or even monthly. Tools like Gallup’s Q12, SurveyMonkey, Microsoft Forms, and Typeform make it easy to start. Platforms like Officevibe and Culture Amp offer ongoing engagement insights.

Be sure the survey is anonymous and actionable. After collecting results (aim for full participation), share insights with your teams, discuss them openly, and prioritize improvements based on the data.

You can also try presence interviews—the opposite of exit interviews—to understand what motivates employees to stay and what they value about their roles.

Key Areas That Influence Employee Engagement

Engaged employees feel a meaningful connection with:

• The Company
  Does the mission resonate with your employees? Do they believe in the purpose beyond profit?
• The Brand Identity
  Are employees proud to be associated with the brand? Would they talk about it positively outside of work?
• Employee Benefits
  Are the benefits meaningful and supportive?
• Leadership and Management
  Do managers communicate clearly and give consistent feedback? Is there mutual trust and respect?
• The Team
  Is there collaboration, mutual support, and a shared sense of purpose?
• Their Role
  Are responsibilities aligned with each employee’s strengths and interests? Do they feel their work has an impact?

Reflecting on these questions can help uncover what drives engagement—or what might be missing.

The Benefits of Engaged Employees

Engaged employees offer measurable value to the organization:

1. Higher Productivity
   Engaged employees are 17% more productive. They focus better and go the extra mile.
2. Reduced Absenteeism
   Teams with high engagement have lower absenteeism, improving consistency and team performance.
3. Lower Turnover
   Engaged teams experience 59% less turnover, reducing recruitment and onboarding costs.
4. Better Customer Relationships
   Engaged employees deliver better customer service—leading to 10% higher satisfaction and 20% more sales.

Altogether, engaged companies enjoy 21% more profitability. Engagement isn’t just a “nice-to-have”—it’s a business imperative.

Coaching: A Key Strategy to Improve Engagement

The manager’s role in preventing disengagement is crucial. Traditional stress management is no longer enough—it’s reactive. Modern managers must take a proactive, human-centered approach.

That means empowering teams, reducing red tape, and creating space for employees to apply their skills meaningfully. It also involves offering emotional and professional support, recognizing achievements, and promoting fairness and clarity.

But good management isn’t innate—it must be developed. That’s where managerial coaching comes in.

At CoachHub, we offer fully digital coaching sessions that help managers grow their soft skills, improve decision-making, boost motivation, and create stronger, more engaged teams.

Discover how CoachHub can help your managers and teams reach their full potential—starting today.