10 Signs of a Disengaged Employee in Nigerian Institutions

The workplace and the work itself is jointly an important aspect of every human endeavour. We all need to work to make ends meet. Whether we run our own businesses, engage in a government-owned institution, work under a private organisation or even a family business. The end result of it all should be happiness, satisfaction as a committed person. How committed are you to your work? Are you happy doing what you are doing? Can you proudly represent the organisation publicly without receiving any inducement? Do you feel happy going to work every day? A genuine answer to all these questions are enough reasons to determine an engaged employee or a disengaged one. For more clarity, there is a need to highlight and discuss few signs of a disengaged employee.

Entry-Exit Time

This is simply talking about the clock in and clock out time for every employee. I remembered I worked in an organisation where employees were writing 8:65, 8:77, and 8:89 as entry time. This is implying that most of them don't get to work at the scheduled time for varied reasons. As for a disengaged staff, he/she walks into the organisation usually after the scheduled time but will hurriedly leave at the scheduled close of the day. Although there are some other factors like family issues, distance to work, that can influence this entry-exit time but a disengaged employee is always ready to leave such a workplace temporarily and permanently. 

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Dress Sense

One of the signs of a happy employee can be seen in his/her looks during work hours with or without supervision. Contrarily, a disengaged employee doesn't even care about his looks. He doesn't dress well to work, he might not comb his hair properly and also not polish his shoes. When you see some of these signs in your colleagues at work, ask them some questions to see how they can be assisted.

Reasons for Work

We all have different reasons for working in an organisation. To some people, they are working for the money; some are working because of their passion to do that work; while some took that job since it's the only one within reach. In all of these, a disengaged staff is just working in that toxic environment for the money and nothing more - definitely not interested in the growth of the organisation.

Use of Organisation's Resources

With the way things are at the moment, most organisations adopt the use of modern-day technologies to support their work for maximum service delivery. In that case, the organisation's resources like the computer, Wifi, Mifi, time at work might not be used in the favour of the provider. As for a disengaged staff, he/she will use most of these resources for his/her own good. Imagine an employee using his employer's Wifi to apply for a job elsewhere while he is supposed to clear his table.

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Compliance Level

At this level, it is either you are in or not, there is no middle ground. As an employee of an organisation, you are expected to comply with some organisational cultures - clothes to wear, time scheduled for specific meetings, clock in time to mention but a few. To the economist, the law of diminishing returns set in when the consumer has gotten to the saturation point. In reference to this, a disengaged staff compliance to basic instructions are relatively low out of forgetfulness, nonchalant attitudes and eye service. A disengaged employee doesn't care about the workplace and the work itself.

Resignation Date 

As for the appointment date, the decision was made by the employer having appraised the candidate's credentials and abilities. On the other hand, an happy staff usually never thought of resigning, unlike a disengaged staff who has his resignation letter readily available as soon as its need arise. When organisations sack a disengaged staff it's indeed a relief for them while they move without even asking the organisation for another chance.

From the aforementioned, it is clear that a disengaged employee is an unhappy person who needs to be identified by organisations requiring progress and sustainable development. To turn the table around, organisations need to work on itself to fizzle out things that encourages employee disengagement.

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