From snooze to zoom: reviving dormant workers with a spark
It happens in every company. Employees who were once highly engaged have become disenchanted. Upon reflection, you can often pinpoint the moment in time and the reason why an employee has gone dormant. Examining these patterns can help you prevent other employees from withering on the vine.
Here’s why employees wither on the vine and how you can revive dormant workers.
Contents
One-size-fits-all approach to management
Have you ever shopped in a store like Brandy Melville that takes a one-size-fits-all approach to their clothing?
If you have, and you’re waiting for your child by the fitting room, you’ll quickly notice that the only people who look good in their clothing are those who wear a size zero or size two. One-size-fits-all fits doesn’t work for most.
Many managers take a one-size-fits-all approach to leadership, which winds up being a good fit for only a handful of people. Here’s what I mean by this:
People desire different things throughout their careers. The longer employees work for an organization, the more they need to feel valued.
On the other hand, new employees tend to be more motivated by opportunities for professional growth and career development. In fact, 21% of executives have observed leadership gatekeeping as a means of maintaining their power, according to a recent TalentLMS survey, which has a detrimental impact on fostering a growth mindset culture.
Rather than allocating your budget solely for training and development across the entire team, consider offering on-the-spot bonuses to employees who go above and beyond. Recognizing their achievements with immediate rewards can be a powerful motivator!
Leaders should be encouraged to flex their management style when working with team members to keep people engaged. It’s important to remind them that individuals have varying needs and desires in their roles, and it’s their responsibility to discover how to motivate each team member best.
Burnout
Employees are being asked to do more with less as some companies struggle with filling key positions while others are eliminating staff and reallocating the workload to those who are already at capacity.
When workloads are consistently overwhelming or unrealistic, employees may break under the pressure of meeting unrealistic deadlines. This pressure can lead to feelings of exhaustion and frustration, which can quickly lead to employee burnout.
Leaders need to be willing to stand up to their bosses and say no to unrealistic deadlines. They also must monitor the hours their people are putting in to ensure workers are using their vacation time to unwind from work.
No room for growth
Most people don’t join a company expecting to remain in the same position for years. During the recruitment process, many receive promises of promotions within a specific timeframe, only to quickly realize that what they were told is not going to happen.
The reality is that most hiring managers don’t intentionally mislead people. Unexpected circumstances, such as a slowdown in business or the arrival of a new manager with different ideas on how to structure the department, can significantly impact career progression.
It’s important to remember that there are many ways to experience growth at work. Leaders can appoint workers to a company task force, where they’ll be exposed to new ideas while gaining valuable experience.
Supervisors can ask highly valued employees to mentor others in the organization. Managers can provide team members with opportunities to rotate in and out of other departments and offices.
Poor leadership
I probably should have listed this first, as employees don’t work for companies. They work for people. Many companies need to be more selective regarding who they let into management. A salesperson is promoted to a sales leader based on nothing more than the fact that they consistently hitting their numbers.
An engineer might ascend to a managerial role simply due to seniority when their predecessor leaves. This oversight in promoting based on technical skills or tenure rather than leadership potential can significantly impact overall employee engagement.
People don’t work for companies—they work for people. If you notice that a particular leader has more dormant workers than others, it’s a good idea to check in with their people to see if their leader needs some coaching.
Lack of employee development
Employee development is no longer an optional perk or reserved for certain positions. It’s expected by today’s talent! More specifically, 80% of employees urge companies to invest more in upskilling and reskilling programs, according to a recent report by Workable and TalentLMS.
Development opportunities signal to employees that they are valued by their employer and can reinvigorate employees who are presently on the sidelines.
If you’re not investing in your people, they’ll find someone willing to invest in them. In the meantime, they’ll do what they need to do and little more.
It’s never been easier or more affordable to provide employee development. Learning options include online learning on LinkedIn Learning or Udemy (Full disclosure: I have courses on both platforms), reimbursement for attendance at industry conferences and local association meetings, private or group coaching, and tuition reimbursement.
It’s important to note that not everyone who is dying on the vine is worth revitalizing! Ask yourself, “If I had to do it over again, would I still hire this person?” If you hesitate for even a moment, then you have your answer. Investing time and effort in regenerating those you believe are worth saving is best.
Frequently asked questions
- What causes employees to become dormant workers?
- Dormant workers often result from a one-size-fits-all management approach, overwhelming workloads, or limited opportunities for growth. Employees need to feel valued and experience career development to stay motivated. Inflexible leadership and lack of recognition can lead to burnout and disengagement.
- How can managers revive dormant workers?
- To revive dormant workers, managers should adjust their leadership style to each individual's needs, offer growth opportunities, and reward achievements promptly. Offering development options and addressing unrealistic workloads can significantly re-engage employees who feel overlooked or stagnant.
- Why is burnout a major issue for dormant workers?
- Burnout happens when employees are expected to handle excessive workloads, often due to staff shortages. This pressure leads to frustration and exhaustion, which can quickly turn productive employees into dormant workers. Leaders must monitor workloads and encourage the use of vacation time.
- What role does leadership play in employee dormancy?
- Poor leadership is a key factor in creating dormant workers. Promotions based on tenure or technical skills, rather than leadership potential, can result in disengaged teams. Managers must focus on motivating, developing, and guiding their people to prevent dormancy and improve overall performance.
- What are the best ways to develop dormant workers?
- Development is essential to re-engage dormant workers. 80% of employees want more upskilling options. Online courses, industry conferences, and mentorship programs provide opportunities for growth. Leaders must invest in their team's development or risk losing them to companies that will.
