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Reaching out to Burned Out and Disenfranchised Employees

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Employees are more likely to remain in their jobs if they feel valued, feel accepted, find acceptable challenges, and see opportunity. Or they leave. Another important factor is the relationship the employee has with the manager.

How can a departmental manager reach out to a burned out or disenfranchised employee?

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Solution Summary

This solution outlines how a departmental manager can reach out to burned out or disenfranchised employees. It includes an examples.

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When an employee is unhappy at work it is often difficult to determine if it is due to to level of work (too much, too little, too hard, too easy), unhappiness with supervisor or co-workers, working conditions (hours, office mates,atmosphere), poor communication, or a personal life issue. When a departmental manager senses there is a problem it is best to call the employee in for a private chat. It would be sensible to begin the ...

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Sally Baldwin, Ed.D
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  • BA, University of Southern California
  • MSS, United States Sports Academy
  • Ed.D, Boise State University
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