Get Employees to Care ... and End the Spread of Indifference

She’s out there: That one indifferent employee who shows up for work … but isn’t really committed. She’s become satisfied with mediocre … doesn’t really care about above … or beyond.

How did she get this way?

Will her presence on your team affect those around her?

Will her apathy rub off on co-workers?

And what can you as a manager do to turn things around?

Let’s start with how she’s affecting those around her. The findings of Pontus Leander, James Shah and Stacey Sanders reported in Psychology Today suggests that “exposure to apathy can decrease motivation for people who are already unsure of their commitment to a goal.” A second study had the same outcome but focused on the effects on people who were strongly committed to a goal. For these individuals, seeing apathy actually made them more committed.

Conclusion: When someone is “wavering in his or her commitment to a goal, seeing others who are apathetic nudges us in the direction of giving up,” reports Psychology Today. Conversely, when someone is highly committed to a goal, seeing others who are apathetic increases commitment.

Indifference, as most of us know, is when someone doesn’t care about moving toward a goal. There’s a lack of interest. Maybe the individual is still doing the work, but just enough to get by. Spotting indifference isn’t all that hard. “It’s good enough,” “Oh, was that deadline today?” and “I won’t be in again today” could be the first signs.

When you, as a boss or manager, spot indifference, it’s important to act—investigate by asking questions—rather than wait for the downward trend to gain momentum until the employee’s performance bottoms out or he or she quits.

What are some causes of indifference and what can you do about it?

• Lack of trust in team leadership—Whether employees work on formal or informal teams, the behavior of team leaders matters when it comes to engagement, suggests hbr.org. When employees understand what’s expected of them, know that leaders are aware of their individual strengths and are recognized often and genuinely for their effort and accomplishments, high engagement usually follows. You know what you expect from employees … but do they? A 2015 Gallup survey concluded that only about half of employees have a clear understanding of what is expected of them at work. Questions that might help tip you off if this is the problem:
  • What skills do you wish we made more use of in your job?
  • How satisfied are you with the amount of feedback you get from me?
  • Do you know how much the things you do matter here?

• Stress caused by a lack of control—Employees need to feel safe in speaking up and that they have some control over their work and outcomes. Give workers opportunities to express ideas, concerns and give feedback. Policies and procedures that are constantly changing or are inefficient can also lead to indifference. Abrasive colleagues, customers or vendors that employees must endure daily and are powerless to change can also take a toll. Questions that could help identify a problem:
  • If you could change one thing about your job or the company, what would it be?
  • What about your job makes you want to come to/stay home from work each day?
• Unpleasant consequences and an underlying doubt that your efforts make a difference— Value and recognize employees’ effort by responding with a thank you when he or she completes work you’ve requested. And if you want it to continue, notice when work goes beyond what was expected. And make mistakes acceptable and a part of the learning process.
  • Do you feel like the work you do is meaningful? Why or why not?
  • What are some things you’d like to see done differently in our department?

Look for opportunities to recognize individual employees so they know their efforts are noticed—that their work is an integral part of the big picture.

People need purpose.

They need variety. 

And they need to be noticed and valued.

Indifference in the workplace can be contagious, particularly to employees who are already feeling invisible and like they’re not part of something bigger. You can be the shot in the arm it takes to curb the spread of indifference.