How to Motivate Disengaged Employees with a Strengths-Based Approach

Reignite motivation by using strengths-based strategies to engage disengaged employees.

You’ve noticed it—one of your team members isn’t quite themselves. They’re less engaged in meetings, missing deadlines, or just going through the motions. You know they’re capable of more, but how do you help them get back on track?

Employee disengagement isn’t just about performance—it affects morale, collaboration, and even business outcomes. But the good news? Disengaged employees can be re-energised. By focusing on their strengths and using practical, strengths-based strategies, you can help them rediscover motivation, feel valued, and re-engage with their work.

In this guide, we’ll explore how managers can spot disengagement early, understand its root causes, and take actionable steps to motivate disengaged employees using a strengths-based approach.

1. Understanding Employee Disengagement

Why Employees Become Disengaged

Employee disengagement isn’t just a “bad attitude” or laziness. Often, there are underlying factors at play. Recognising these is the first step to re-engagement.

Here are some common causes of disengagement:

• Lack of Career Growth – If employees don’t see opportunities to develop, they may feel stuck.
• Unclear Job Roles – When responsibilities are vague, frustration and disengagement follow.
• Lack of Recognition – Employees who feel undervalued may withdraw from their work.
• Workload Stress – Burnout can lead to detachment from tasks and responsibilities.
• Poor Leadership or Culture – A lack of trust, inclusivity, or autonomy can sap motivation.

Pro Tip: Schedule regular 1:1s with your team to discuss their ambitions and struggles before disengagement sets in.

Signs of a Disengaged Employee

Catching disengagement early can prevent bigger problems down the line. But how can you spot disengagement before it affects the wider team?

• Declining Performance – A sudden drop in quality, missed deadlines, or careless mistakes.
• Increased Absenteeism – Frequent sick days or lateness.
• Lack of Initiative – No longer offering ideas or participating in discussions.
• Withdrawing from Colleagues – Avoiding team interactions or isolating themselves.
• Negative Attitude – Complaints, cynicism, or lack of enthusiasm.

Pro Tip: Look out for subtle cues—body language, lack of eye contact, and a sudden change in energy levels can also indicate disengagement.

2. Strategies for Re-Engaging Employees

Encouraging Open Communication

Disengaged employees often feel unheard or undervalued. Creating an environment where they can express concerns freely is essential.

Here’s how to create a culture of open communication:

• Hold regular 1:1 meetings – Create safe spaces for honest discussions.
• Use pulse surveys – Gather anonymous feedback on engagement and workplace concerns.
• Encourage team dialogue – Allow employees to contribute ideas and feedback in meetings.
• Show you’re listening – Acknowledge concerns and take action where possible.

Pro Tip: If an employee has disengaged because of a lack of challenge, ask: "What part of your role excites you the most?" Their answer can help shape future responsibilities.

Recognising and Amplifying Strengths with Strengthify

Many employees disengage because their work doesn’t align with their strengths. When people use their natural talents, they feel more engaged, productive, and fulfilled.

Strengthify’s Discovery Workshops help managers uncover and amplify their team’s strengths. By focusing on what employees do well, rather than what they lack, you can re-ignite their motivation.

How to Put Strengths-Based Engagement into Action

1. Identify strengths – Use tools like the CliftonStrengths® Assessment to discover individual talents.
2. Realign tasks – Adjust workloads so employees can do more of what energises them.
3. Recognise contributions – Publicly acknowledge strengths in action (e.g., "Your problem-solving skills helped us find a great solution!").
4. Incorporate strengths into performance reviews – Make strengths part of ongoing development discussions.

Pro Tip: Employees disengaged due to lack of challenge? Offer stretch assignments aligned with their strengths.

Learn more about Strengthify’s strengths-based approach to employee engagement here: Strengthify Discovery Workshops.

Setting Clear Goals and Expectations

Many employees disengage simply because they don’t know what success looks like. Setting clear, meaningful goals can reignite motivation and accountability.

• Use the SMART framework – Make goals Specific, Measurable, Achievable, Relevant, and Time-bound.
• Involve employees in goal-setting – Ask them what challenges they’d like to tackle.
• Break goals into milestones – Small wins keep motivation high.
• Track progress together – Regular check-ins help keep goals on course.

Pro Tip: Frame goal-setting positively: Instead of "How can we improve your performance?" try "What goals excite you the most this quarter?"

For more insights on strengths-based goal-setting, check out: How to Improve Team Engagement.

3. Implementing Strength-Based Approaches for Long-Term Engagement

The Role of Strengthify’s Discovery Workshops

Discovery Workshops and further Team Workshops are a game-changer for re-engaging employees through their strengths. They help teams:

• Identify hidden strengths that can be leveraged at work.
• Improve collaboration by aligning strengths with team goals.
• Boost motivation by focusing on what energises employees.

Pro Tip: Book a Strengthify Workshop for your team to kickstart a strengths-based culture.

How Strengthify’s Management Development Programme Helps Managers

Re-engaging employees isn’t just about motivation—it’s about how managers lead. Strengthify’s Management Development Programme (MDP) gives managers the tools to:

• Support disengaged employees back to full engagement.
• Create strengths-based career development plans for team members.
• Lead with emotional intelligence to build stronger relationships.

Explore how Strengthify’s MDP can help you transform your leadership approach: Strengthify MDP.

Leveraging Ongoing Support for Sustained Engagement

Sustaining engagement isn’t a one-time fix. Managers need ongoing strategies to keep employees motivated long-term.

• Use regular check-ins to track progress.
• Celebrate small wins to reinforce engagement.
• Encourage peer mentorship to keep employees connected and supported.

Pro Tip: Want to see a real-world example of strengths-based engagement in action? Check out Strengthify’s case study with the University of Westminster’s Digital Transformation Team.

Read the Westminster success story here: Strengthify Success Story.

Final Thoughts: Bringing Disengaged Employees Back to Life

Motivating disengaged employees isn’t about pushing harder—it’s about working smarter. By focusing on strengths, communication, and clear goals, managers can reignite enthusiasm and boost team performance.

With Strengthify’s strengths-based training, workshops, and Management Development Programmes, managers have the tools and support to turn disengagement into engagement—and employees into thriving, motivated team members.

💡 Want to create a strengths-focused culture that keeps employees engaged? Start with Strengthify today.

Book a Discovery Workshop

Frequently Asked Questions

How do you engage a disengaged employee?

Focus on strengths, clarify expectations, and create open communication channels.

What are the key causes of employee disengagement?

Lack of career growth, unclear job roles, poor recognition, and leadership challenges.

What is the best way to sustain employee engagement?

Regular strengths-based coaching, meaningful recognition, and ongoing development opportunities.