Walking into the office and sensing the energy is off? Maybe people seem quieter, the vibe feels a bit dull, or tasks are dragging on longer than they should. If that’s the case, your team might be dealing with low employee engagement, and believe me, it’s more common than you’d think!

But here’s the good news: spotting low engagement early gives you the perfect chance to turn things around. Once you catch the signs, you can jump in and reignite that spark within your team. So, how do you know when employee engagement is slipping? In this guide, we’ll break down the key signs to watch for and share tips to bring that energy and motivation back.

1. Productivity is Taking a Dive

When employees are engaged, they’re motivated, and the work flows naturally. But when engagement is low, tasks take longer, and the quality of work might not be what it used to be.

Signs to look out for:

• Deadlines are missed more often.
• Projects seem to drag on without much progress.
• Employees look like they’re going through the motions rather than showing excitement about their work.

What you can do:
If productivity is dipping, it’s time to have an open conversation with your team. Ask if they feel supported or if something’s stopping them from performing at their best. Sometimes, a small change in workload or offering a bit of extra support can make all the difference.

2. Absenteeism is on the Rise

We all need a break now and then, but if you notice employees constantly taking sick days, leaving early, or arriving late, it could be a sign of disengagement. Low engagement often leads to more time off, simply because employees aren’t feeling motivated to be there.

Signs to look out for:

• Unexplained absences or last-minute sick days.
• Frequent late arrivals or early departures.
• A typically reliable employee suddenly taking more time off.

What you can do:
Start the conversation by asking how your team is feeling. Absenteeism can stem from burnout, stress, or dissatisfaction. Offering flexible work hours or encouraging mental health days can give employees the chance to recharge and come back feeling refreshed.

3. Lack of Participation in Meetings or Events

Are your team meetings filled with awkward silences? Are employees zoning out or barely contributing? This is a major red flag for low engagement. When employees are engaged, they’re active participants—they bring ideas, ask questions, and show enthusiasm.

Signs to look out for:

• Silence during team meetings or brainstorming sessions.
• Minimal involvement in discussions or activities.
• Skipping company events or social gatherings.

What you can do:
Encourage participation by creating a safe space where employees feel comfortable sharing their thoughts. People might stay quiet if they don’t feel like their ideas are valued. Give shout-outs to those who contribute and make sure everyone knows that their voice matters.

4. Attitude and Morale are Low

Is the office mood feeling a bit gloomier than usual? Are some employees coming across as more negative or uninterested? A dip in attitude or morale is often a sign that engagement is low.

Signs to look out for:

• Negative comments or complaints about work or the company.
• Visible frustration or indifference toward projects.
• Employees who seem to be going through the motions with no real enthusiasm.

What you can do:
Address negativity as soon as you see it. Sometimes, all it takes is showing employees they’re appreciated to boost their spirits. Small rewards or recognition programs go a long way. And don’t forget to check in with individuals who seem down—they might just need to feel heard.

5. High Turnover and Talk of Leaving

A revolving door of employees is never a good sign. If people are frequently leaving or openly talking about finding another job, chances are, engagement levels are low. When employees feel connected to their work and valued by the company, they’re much less likely to leave.

Signs to look out for:

• Increased resignations or requests for transfers.
• Employees mentioning job hunting or dissatisfaction with the company.
• Exit interviews where employees mention feeling disengaged or unsupported.

What you can do:
Don’t wait for the exit interviews to figure out why people are leaving. Regular one-on-one check-ins give employees a chance to talk about job satisfaction and career goals. Offering opportunities for growth, such as promotions or professional development, helps keep your best talent around.

6. Customer Service is Suffering

If your employees aren’t engaged, it’s going to show in how they interact with customers. Disengaged employees might not offer the best service, leading to unhappy customers and a damaged reputation.

Signs to look out for:

• Negative customer reviews or complaints about service.
• Declining customer satisfaction scores.
• Employees showing little interest in helping customers or solving their problems.

What you can do:
Invest in customer service training to help employees reconnect with the importance of their roles. Reminding them of the bigger picture and how their work impacts others can reignite a sense of purpose. Offering incentives for excellent service can also give employees something exciting to work toward.

7. Minimal Effort or Initiative

If your employees seem to be doing the bare minimum, it’s a sign they might be disengaged. Engaged employees typically take initiative, look for ways to improve, and put extra effort into their work. If that’s not happening, something’s up.

Signs to look out for:

• Employees not offering to help or take on new responsibilities.
• No effort to improve processes or suggest new ideas.
• A “clock-in, clock-out” mentality with no passion for the work.

What you can do:
Re-engage your employees by offering opportunities for personal growth. This could mean assigning them to projects that align with their passions or helping them set clear, achievable goals that reignite their drive.

8. No Interest in Professional Development

Engaged employees want to grow, learn, and advance. If your team is showing little interest in training, workshops, or promotions, it’s a sign that something’s wrong.

Signs to look out for:

• Declined offers for training or skill-building opportunities.
• Employees avoiding discussions about career development.
• No excitement for future growth within the company.

What you can do:
Encourage professional development by showing employees how it benefits them. Tailor training to their goals and offer opportunities that align with their interests. Sometimes, employees just need to see how their growth fits into the company’s success to get excited again.

Turn Low Engagement into High Motivation

Low employee engagement affects everyone, from your team to your entire business. The good news? By spotting the signs early and taking action, you can turn things around. Keep an eye out for shifts in productivity, attitude, and participation, and keep the lines of communication open. When employees feel heard, appreciated, and supported, engagement naturally improves—and that’s a win for everyone.

A little attention and effort go a long way in creating a happy, motivated, and engaged workforce. So, don’t wait—Contact Globe Guides today and start focusing on engagement today and watch your team thrive!