Employees Becoming Disengaged

by Michael Haberman on February 27, 2007 · 2 comments

I read a blog today called Disorganizational Behavior discussing employee disengagement. It struck a note with me, as it should with all HR Managers. The topic dealt with a Kenexa study that showed that employee’s become disengaged, or disenchanted, with their jobs after about 6 months. According to the study this is associated with a heavy cost to the company. Lost productivity, lost training cost, potential turnover and replacement costs.

However, according to the DB blogger “One thing the study didn’t discuss, however, was why employees are becoming disengaged. I think part of it has to do with people realizing that all of the promises made by the company aren’t going to come true, or that the job isn’t exactly what they thought it was.” And the blogger makes a point all HR Managers need to pay heed to: “It is no secret that it is imperative to organizational success and growth to keep employees engaged and happy. With new hires, management must be explicit about what the job is about, what the duties are, what role they will have within the organization (or group/team), and what is expected of them.”

So click on the link above and read this entire blog. Then look seriously at your organization and assess how much of an issue this is for you.

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{ 2 comments… read them below or add one }

Cathy Martin February 27, 2007 at 9:40 am

I think in the first 6 months, in our reserach employees get disengaged over the following:

1) Have not made the “connection” with the company
2) Do not have the tools do do the job
3) No training to do the job
4) Not sure what the job is

So, who has control over above? So, then who has control over enagement during the first six months?


Travis February 27, 2007 at 2:23 pm


In my view, engagement should be the responsibility of both HR and management. Both of them need to communicate with the employee about what is expected of them, teach them about the company’s culture, and provide the training.

However, the system needs to be in place to do this. Usually, the problem stems from a broken system, or even a non-existant system. No procedures are in place to guide the employee through his first six months, leaving him to swim alone and thus leading to confusion and disengagement. HR and Management need to develop a system to make sure these things are done.

– Travis A. Sinquefield
Disorganizational Behavior


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