Imagine this:
You arrive at the office after spending one hour in Lagos traffic. There’s a proposal you want to start working on alongside your MD. You’ve gathered all your facts and information and put the proposal together. What’s left is to send it to your company’s creative designer—Emeka—to turn it into visually appealing slides.
You knock on the door of the marketing office and open it. Emeka is not in his seat. Maybe he’s running late. You go back to your office and focus on your other tasks for the day.
One hour later, you go back to his office. Emeka is still not in his seat. What kind of lateness is this one? You’re about to rake when the marketing team lead tells you—in shock—to come and see something. You walk over to where he is, and he points at something on his screen. Your mouth opens in shock.
Plastered on the screen is Emeka’s resignation email, in bold and emboldened letters.
Ah ahn. As how?
You open the email and read its content. Apparently, he hasn’t been feeling his job for a while now. And you’ve not been making it easy for him. In the most polite way possible, he tells you that you’re on your own now and bids you farewell. He will pay in lieu of that month’s salary as soon as you send him the company’s account details.
Shock is an understatement for what you feel right now. Panic, in fact.
Although just a scenario, this is not far-fetched. A 2023 Gallup study found that 59 percent of the global workforce consisted of quiet quitters.
In addition to this, a McKinsey study found that over half of employees in large organizations were disengaged, with 43% exhibiting low satisfaction and commitment, fitting the description of quiet quitters.
Quiet quitting is essentially a symptom of a deeper problem within the workplace: employee disconnection. It’s not about your employees being lazy or unmotivated; it’s often a response to feeling undervalued, unheard, or simply burnt out. In this blog, we’ll tackle why your employees feel disconnected, how to spot a disconnected employee, and what you can do about it before it’s too late.
Why Employees Feel Disconnected.
Employee disconnection doesn’t happen overnight. It’s often the result of several underlying issues that, if left unaddressed, can eat into your employee’s morale and motivation. Here are the key reasons why employees feel disconnected:
1. Lack of Purpose
Employees want to feel that their work matters, to them and you. They want to have the assurance that what they are doing drives towards something positive. They lose motivation when they can’t see how their contributions align with the company’s mission or goals. Even the most exciting tasks can feel meaningless without a sense of purpose.
2. Poor Communication
Misalignment between leadership and employees is a common culprit of employee disconnection. If your communication is unclear, inconsistent, or one-sided, your employees could feel left in the dark. This leads to their confusion, frustration, and a sense of being undervalued.
3. Limited Growth Opportunities
No growth in your company ke? Stagnation is a major demotivator o. If your employees don’t see a clear path to advancement or opportunities to develop new skills, they will feel stuck. And what’s the point of staying in one place for a long time if there’s no advancement? Whether or not time is on their side, they want to make the most of the time they have working at your company. And if there’s no growth involved in that time, then you can’t blame them for bouncing.
4. Recognition Deficit
Even if we won’t admit it out loud, we all want our round of applause. Appreciation and recognition motivate us to do better, not just at work, but in other aspects of our lives. A simple “Well done” can boost your morale and motivate you to go the extra mile, even when you’re not asked to. When hard work goes unnoticed, your employees will start to wonder why they’re putting in the effort. A lack of recognition can quickly diminish motivation and loyalty.
5. Work-life Imbalance
Burnout is one of the worst things that can happen to anyone in regards to work. The old saying goes: “All work and no play makes Jack a dull boy”. In this context dull also means lacking a spark. Humans aren’t robots. We need avenues to rest and enjoy life. Employees who feel overworked and undervalued are more likely to disengage from their work. Without a healthy work-life balance, stress and exhaustion take their toll.
While these challenges are common, they’re not unsolvable. By understanding the root causes of disconnection, you can take proactive steps to re-engage your team.
The Impact Of Disengagement.
The effects of employee disconnection happen on both sides.
Impact on Employees:
i. Decreased job satisfaction: A disconnected employee can feel unfulfilled and unappreciated in their role, leading to lower job satisfaction.
ii. Reduced motivation and productivity: They may lack the drive to perform at their best, resulting in decreased productivity and lower-quality work.
iii. Increased stress and burnout: Feeling disconnected can lead to increased stress levels and eventually burnout, impacting their overall well-being.
iv. Higher absenteeism and turnover: Disengaged employees are more likely to be absent from work and may eventually leave the company, leading to higher turnover rates.
Impact on Organizations:
i. Damaged company culture: Disengagement can create a negative work environment, affecting team morale, collaboration, and overall company culture.
ii. Lower productivity and efficiency: Employee disengagement directly affects productivity, leading to missed deadlines, lower-quality work, and decreased efficiency.
iii. Reduced innovation and creativity: Disconnected employees are less likely to contribute new ideas or take initiative, hindering innovation and growth.
iv. Negative impact on customer satisfaction: Disengaged employees may provide poor customer service, leading to dissatisfied customers and potential damage to the company’s reputation.
v. Increased costs: Employee turnover, absenteeism, and lower productivity all contribute to increased costs for the organization.
No matter what side is being affected, the impacts are negative. But that doesn’t mean these issues cannot be fixed. here are 6 ways to deal with employee disconnection:
How To Fix Employee Disconnection.
The good news? Disengagement is reversible. Here are six actionable strategies to re-engage and motivate your employees:
1. Foster a Sense of Purpose.
Help employees see the bigger picture. Regularly share the company’s mission and vision, and connect individual roles to organisational goals. When employees understand how their work contributes to the company’s success, they’re more likely to stay motivated.
2. Improve Communication.
Open, transparent communication is key. Encourage dialogue between leadership and employees through regular check-ins, town halls, and feedback surveys. Make sure everyone feels heard and valued.
3. Invest in Growth Opportunities.
Provide opportunities for professional development. Offer training programs, mentorship, and clear career paths. Encourage skill development and internal mobility to keep employees engaged and growing.
4. Recognize and Reward Efforts.
Show appreciation for hard work. Implement employee recognition programs, such as shout-outs, awards, or bonuses. Celebrate milestones and achievements to reinforce positive behavior.
5. Promote Work-life Balance.
Support your employees’ well-being. Offer flexible work arrangements, encourage time off, and provide mental health resources. A healthy work-life balance is essential for long-term engagement.
6. Build a Connected Culture.
Foster a sense of community. Organize team-building activities, social events, and collaborative projects. Create spaces where employees can connect and build relationships.
These strategies require consistent effort, but the payoff is worth it. A motivated, connected workforce is the backbone of a successful company.
Conclusion…
Employee disconnection is a growing challenge, but it can be overcome. By addressing the root causes—lack of purpose, poor communication, limited growth opportunities, recognition deficits, and work-life imbalance—leaders can re-engage their teams and create a thriving workplace.
The strategies outlined in this blog—fostering purpose, improving communication, investing in growth, recognizing efforts, promoting balance, and building a connected culture—are actionable steps toward a more engaged workforce.
So, what’s next?
Well, take a moment to assess your workplace. Are there signs of disconnection? If so, don’t wait. Start implementing these strategies today. A motivated, connected workforce isn’t just good for your employees—it’s good for your business.
By focusing on employee engagement, workplace productivity, and motivation strategies, you can transform your organization into a place where employees feel valued, inspired, and connected. The journey starts now.
