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  • Mark Shaw

Why Re-engage Dis-engaged Employees

The answer is simple. It permanently resolves the problems caused by the dis-engaged employee. And those problems are expensive in terms of time, money, and most importantly emotional energy.

Yes, I can sense that you have already recalled such an individual! Someone who just would not do their job; who created havoc in the workplace; who you tried to counsel and were frustrated when your efforts were unsuccessful; who people tried to avoid.

I suspect you would estimate that the cost of the problems they caused in terms of time, money and emotional energy was approximately equal to that person’s annual salary or possibly double their annual salary.

If you want to permanently resolve these problems, reengagement is a proven strategy.

For over 20 years I have been helping managers permanently resolve the problems caused by dis-engaged employees. Our results include:

· 65% of the time, they return to productive employees

· 25% of the time they voluntarily resign with no negative consequences

· 10% of the time their employment is terminated.

· 100% of all problems are permanently resolved.

· 100% of any unfair dismissal claims are successfully defended.

Follow the following 6 steps to achieve such results next time.

1. Identify the problem caused by the dis-engaged employee.

2. Identify the evidence that supports the problem.

3. Identify what change in behaviour the dis-engaged employee needs to implement to resolve the problem.

4. Present a business case to the appropriate management level that says “here is my problem supported by my evidence and my desired solution. If we cannot achieve re-engagement, will you support a recommendation to terminate their employment?”

5. Once management agrees, conduct the difficult conversation, focusing on achieving agreement on the problem and the plan.

6. Monitor the employee’s compliance with the agreed plan.

Rather than being adversarial, focusing on the problem in a reasonable manner demonstrates best management practice.

Next time you struggle with a dis-engaged employee, try this approach.

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