THE PSYCHOLOGY OF DEMOTIVATED EMPLOYEES: WHAT CAN BE DONE?
There is a growing trend of employees who are experiencing psychological difficulties at work. These difficulties can manifest in a variety of ways, but often include feelings of disengagement and burnout. Research has shown that disengaged employees cost employers 550-1200 USD per year in lost productivity (Hamburg & Smith, 2011). There are many reasons why employees become disengaged, including poor management practices, an unfavorable work environment, or a lack of professional development opportunities. However, it is important to understand the causes of employee disengagement in order to address it effectively. According to Lynch (2012), there are several factors that can contribute to an employee's loss of engagement. These include: uncertainty of the job role, low satisfaction with workplace conditions, and a lack of job satisfaction. It can therefore be helpful to understand the factors that contribute to employee disengagement in order to develop strategies to address this problem in the workplace. In the following paragraphs, I will provide an overview of some of the main causes of employee disengagement and discuss some strategies for addressing these issues.
One of the most significant contributors to employee disengagement is the perceived lack of control over one's work situation. As human beings, we naturally crave a feeling of control in our lives and this is particularly true in the workplace.
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