7 ways to easily track down the walking disengaged before it’s too late

Do you suspect the dead walk among you at work?

I’m talking about disengaged employees who lethargically shuffle through the day and infect other employees.

And they’re no Grimm Fairy Tale–they’re real.

Gallup says 70 per cent of us already have the zombie virus (are coded disengaged) and that disengaged employees cost the American economy USD$500 billion a year in lost productivity.

First, you have to spot them. I can offer seven ways to do so.

Once you’ve spotted them, you can’t just bludgeon them with a barbed-wire covered baseball bat (I’m eyeing you AMC’s Walking Dead). There are more civil ways forward.

Let’s hit the signs of disengagement first, then the solutions.

1. Declining quantity and quality of work

This is the most obvious sign. Their output has dropped, there’s no creativity and innovation, they’re consistently missing deadlines, they’re procrastinating a lot, follow-through is terrible, or they’re avoiding decisions.

2. Dwindling personal presence

When they’re there, they’re not really there. They’re disinterested and withdrawn (especially at team meetings), there’s a lack of discretionary effort, or they don’t make substantive contributions to conversations. In general, they don’t influence much of anything.

3. They’re radio silent too often

This just doesn’t mean they’re withdrawn when you see them. This means you don’t see them.

They’re either absent from work and social events (without good reason) or they’re at work but hiding. They’re not proactive with updates or setting up meetings that can help them advance projects or work through issues.

4. They show no desire for learning and growth

They’ve stopped asking for new assignments or new challenges. They never ask questions, pushback, or talk about their career advancement. They never ask for more responsibility or autonomy.

5. They only get involved when they’re volun-told

6. They exude negative energy and attitude

They’re constantly complaining, whining, or blaming. They’re overly harsh on management.

They share the same story and the same problems over and over. They’re defeatist, defiant, and consistently say, “That’s not my square.”

7. Visual and vocal cues abound

They have obvious mood swings, poor body language, and constantly seem stressed. You see them being easily distracted and hear co-workers vocalizing complaints about them.

Also Read: Creativity vs control: how to manage a creative team

Now that you’ve spotted the disengaged employees, here’s what to do:

2. Discern between attitude and aptitude issues. Attitude issues require a firm but thoughtful reframing. Aptitude issues require training.

3. Ensure you’re providing meaningful, challenging work that fuels their learning, growth, and fulfilment.

4. Ensure you’re involving them in decision making and granting autonomy–critical for engagement.

5. Create a culture of caring, authenticity, and teamwork. These are the attributes associated with the most engaged cultures. Make the workplace feel like a community, not a corporation.

6. Look in the mirror and ensure you’re not perpetrating or perpetuating corrosive behaviors that kill the very culture you are trying to create.

Also Read: 3 essentials ways to master the art of delegating in business and real life

So remember these signs and solutions to keep the zombie apocalypse from wiping out your workplace.

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Image Credit: Alex Centrella