Increasing job uncertainty and burnout have left many disengaged. Whether it's news of layoffs or personal exhaustion, motivation wanes. 

However, rekindling your drive is possible through self-awareness. Let’s unveil the roots of disengagement and discover how to breathe new life into your work environment. 

Disengagement at Work Today 

A 2023 study by Gallup on employee engagement had concerning results: only 32 percent of part-time and full-time employees are now engaged, while a significant 18 percent are actively disengaged. The decrease in workplace motivation started in late 2021. This could be attributed to a decline in the following work elements: 

• Connection to the company's purpose or mission 
• Learning and growth opportunities 
• Clear expectations 
• Opportunities to do what people are best at 
• Feeling cared about in the workplace 

Young Millennials and Gen-Z Employees 

Employee engagement below age 35 were affected more than that of their older colleagues. One of the factors that affect employee wellbeing is the decline or absence of having a best friend at work. 

Women 

Women exhibit lower engagement levels than their male counterparts. This lack of employee motivation boiled down to two factors: a more significant decline in discussing workplace progress and lacking a mentor to foster their growth and development. 

Level and Job Type 

When it comes to job levels in a company, engagement decreased the most among project managers and individual contributors. According to Gallup, this same group saw the largest increase in actively disengaged employees by 4 points. 

And out of all the job types in various industries, healthcare workers had the biggest decrease in engagement from 2019 by 7 points. Meanwhile, white-collar workers had a four-point decrease, based on Gallup's scoring system on workplace elements. But most people from both job types shifted into the quiet-quitter category instead of being actively disengaged. 

Work Setup 

Employee motivation also declined for both on-site and hybrid workers. The largest decline was seen in on-site employees who had remote-ready jobs. Meanwhile, remote employees saw an increase in quiet quitting.¹ 

Causes of Work Disengagement and Demotivation 

Disconnection and a lack of support can lead to demotivation and possibly burnout in the workplace. Here are three main causes of demotivation. 

First, is the absence of reward and recognition. This makes an employee feel taken for granted. They start at work doing their very best, but with hardly any recognition or acknowledgment over time, they stop trying. 

Second, is the lack of trust in their leaders. People who no longer trust their leaders have unconsciously created a gap between them and the company's management. They would no longer support their leader's decisions and may no longer protect the brand they were supposed to believe in. 

Third is not being able to freely do what they're best at. People want to do the tasks they’re hired for. Leaders who micromanage and feel like they need to control their employees' every move can hinder people's creativity and ideation. As a result, employees who experience this feel like their leaders don't trust them, so they stop giving their best at work.²

6 Tips to Increase Motivation at Work 

Motivation is linked with employee well-being. If employees feel trusted to do their best at their job, they’ll continue to deliver great work and yield higher productivity. Here's how individuals can rekindle their motivation for healthier and more satisfying work. 

1. Reconnect with colleagues. 

Connecting with others can improve a person's work motivation as it can make a person happy and excited to work with their peers. The first step is to get to know the people going through the same demotivating situation you’re in. 

Sharing stories about what's going on can help ease things in the workplace. You can talk more by going to lunch together or hanging out after work. Additionally, asking for advice can unlock growth opportunities for people involved in the situation and can also build trust and camaraderie. 

2. Gather feedback from people you trust. 

You can also gather performance feedback to stay engaged and motivated. This lets you know if you’re making a significant contribution to your organization. An ideal leader may provide regular feedback to their teammates, but some may not. The best way to get it is to ask for it directly through scheduled one-on-ones. 

Employees should be open to asking their managers about what they do best and what they can still improve as it’ll help you grow. 

3. Look for growth opportunities. 

Another great way to reignite motivation at work is to take charge of your growth. If your organization isn't well-equipped to provide these opportunities, you can seek them out instead. You can always keep your leader updated on your growth plans to keep trust in each other so that your leader can help keep track of your progress. 

Another way to grow at work is by volunteering to spearhead projects. This lets you think more creatively. It can also build trust between you and your teammates. 

Aside from taking on responsibilities, online classes and tutorials are now available everywhere and may also be free to access. You can choose to attend these online classes on your own or recommend it to your boss so everyone in your team can join the learning. 

Related Reading: The Power of Continuous Learning: Invest in Your Professional Growth 

4. Seek demands and challenges. 

More demanding jobs can lead to more engagement. Yes, easy and quick tasks can be fun, but they can also lead to boredom. Think about it; if a job isn't challenging enough, it can be difficult for you to stay motivated. On the other hand, if a job is way too difficult, demotivation may also be present. 

You can challenge yourself by asking for things you could contribute in and out of your department. And if you hear about a promotion, you can even try applying for it. 

5. Bring out your best. 

Engagement can also be affected by what a person thinks they can bring to others. When you’re more confident about what you do, you can be more enthusiastic to work on a task or with others. When you feel good about your future and yourself, you’d be more willing to invest in your present performance. This then can lead to more satisfaction and energy to work. 

It’s also important to remind yourself of your unique skills and what you can bring to the table to boost your confidence. This allows you to focus your energy on doing what you do best. If you feel self-doubt, you can always ask for reaffirmation from your trusted colleagues and leaders to remind you of your best skills and contributions. 

6. Set attainable goals. 

There are different types of goals, for instance big ones such as aiming for a promotion. But goals don't always have to be grand. They can be something as small as a task you accomplish within a day or a week. Your goals can also be short-term, such as learning a new skill. 

What will make it more fulfilling is setting specific dates or times to accomplish them. Doing so makes them more real, exciting, and attainable. You can also use a journal or a board you can customize to keep track of things creatively. 

Understand your needs to motivate yourself again. 

Your need for guidance and understanding can be met by communicating your needs in the workplace. Speak up to fuel your passion for your career again. There are people like you who are willing to connect and grow with you. 

ALLIED ONESOURCE CAN HELP REIGNITE YOUR MOTIVATION 

If you feel that your current job no longer brings out the best in you, Allied Onesource is here to help you find your next big opportunity in customer service, engineering, light industrial, and more. 

We understand your need to flourish in your exceptional career and workplace. You can submit your resume here or browse our job openings to quickly apply. Contact us today for more information about our services. 

References 

1 Harter, Jim. "U.S. Employee Engagement Needs a Rebound in 2023." Gallup, 25 Jan. 2023, www.gallup.com/workplace/468233/employee-engagement-needs-rebound-2023.aspx. 

2 Parker, Betty. "3 Reasons Why Employees Become Disengaged and Leave, or Worse—They Stay." LinkedIn, 27 Jun. 2018, www.linkedin.com/pulse/3-reasons-why-employees-become-disengaged-leave-stay-parker-cplp/.