{"id":5938,"date":"2019-10-24T13:53:24","date_gmt":"2019-10-24T11:53:24","guid":{"rendered":"https:\/\/keycoopt.beetween.com\/blog\/employee-engagement-desengagement-manager\/"},"modified":"2025-07-17T14:17:18","modified_gmt":"2025-07-17T12:17:18","slug":"employee-engagement-desengagement-manager","status":"publish","type":"post","link":"https:\/\/keycoopt.com\/en\/blog\/employee-engagement-desengagement-manager\/","title":{"rendered":"Managerial disengagement: what are the effects on teams?"},"content":{"rendered":"\n<p class=\"intro\">In 2025, almost <strong>85% of employees<\/strong> worldwide say they are not committed to their company, and <strong>20% say they are totally disengaged<\/strong>. This alarming finding underlines a worrying reality: motivating, engaging and retaining teams has become a major strategic challenge for companies. But in the face of this challenge, where does the root of the problem really lie? While employee disengagement may grab the headlines, it often masks a deeper problem: <strong>managerial disengagement<\/strong>.   <\/p>\n\n<h2 class=\"wp-block-heading\">Understanding employee engagement: key definitions<\/h2>\n\n<ul class=\"wp-block-list\">\n<li style=\"padding-top:0;padding-right:0;padding-bottom:0;padding-left:0;line-height:1.5\"><strong>Employee commitment<\/strong>: strong, voluntary and enthusiastic involvement of employees in their tasks, their team and their company.<\/li>\n\n\n\n<li style=\"line-height:1.5\"><strong>Disengagement<\/strong>: defensive reaction to unhappiness at work, characterized by loss of motivation and active disinterest.<\/li>\n\n\n\n<li style=\"line-height:1.5\"><strong>Non-commitment<\/strong>: indifference, absence of attachment, not necessarily active rejection of the company.<\/li>\n<\/ul>\n\n<p style=\"margin-top:25px\">According to the<a href=\"https:\/\/www.gallup.com\/workplace\/349484\/state-of-the-global-workplace.aspx\" data-type=\"link\" data-id=\"https:\/\/www.gallup.com\/workplace\/349484\/state-of-the-global-workplace.aspx\">Gallup Institute,<\/a> in France, <strong>only 9% of employees are committed <\/strong>to their company, 65% don&#8217;t feel committed and <strong>26% are totally disengaged<\/strong>! And this disengagement is constantly on the rise.<\/p>\n\n<h2 class=\"wp-block-heading\">The major impact of employee disengagement on the company<\/h2>\n\n<p>Disengagement is expensive. According to a Gallup study, a disengaged employee can cost <strong>employers<\/strong> up to <strong>\u20ac12,600 a year<\/strong>. But the financial cost is only the tip of the iceberg.    <\/p>\n\n<p>Disengagement also affects :<\/p>\n\n<ul class=\"wp-block-list\">\n<li style=\"line-height:1.5\"><strong>Employer brand image<\/strong>: a poor internal atmosphere damages the company&#8217;s reputation and attractiveness.<\/li>\n\n\n\n<li style=\"line-height:1.5\"><strong>Overall productivity<\/strong>: an engaged employee is <strong>21% more productive<\/strong>.<\/li>\n\n\n\n<li style=\"line-height:1.5\"><strong>Creativity and innovation<\/strong>: engaged employees are <strong>86% more creative<\/strong>.<\/li>\n\n\n\n<li style=\"line-height:1.5\"><strong>Sales performance<\/strong>: commitment and customer satisfaction are closely linked, with a direct impact on sales.<\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\">Why do employees disengage?<\/h3>\n\n<p>Several factors explain this growing disengagement:<\/p>\n\n<ul style=\"line-height:1.5\" class=\"wp-block-list\">\n<li><strong>Loss of meaning at work<\/strong>: values and mission purpose called into question.<\/li>\n\n\n\n<li><strong>Organizational rigidity<\/strong>: too many procedures to the detriment of human relations.<\/li>\n\n\n\n<li><strong>Lack of recognition and listening<\/strong>.<\/li>\n\n\n\n<li><strong>Lack of flexibility and responsibility<\/strong>.<\/li>\n\n\n\n<li><strong>Poor relations with management<\/strong>.<\/li>\n<\/ul>\n\n<p style=\"margin-top:25px\">And it&#8217;s precisely on this last point that the problem lies: <strong>70% of variations in employee commitment can be explained by the quality of management<\/strong>.<\/p>\n\n<h2 class=\"wp-block-heading\">Managerial disengagement: an underestimated but massive phenomenon<\/h2>\n\n<p>Contrary to popular belief, managers too are often <strong>disengaged<\/strong>. Over <strong>70% of managers<\/strong> do not feel committed to their company. Paradoxically, even though they are primarily responsible for motivating their teams, they suffer from a feeling of ingratitude and intense pressure.  <\/p>\n\n<ul class=\"wp-block-list\">\n<li style=\"line-height:1.5\"><strong>1 out of 3 managers is perceived as &#8220;bad&#8221; by his or her colleagues<\/strong>, but a majority admit that they don&#8217;t want to be in his or her shoes.<\/li>\n\n\n\n<li style=\"line-height:1.5\"><strong>More than 25% of managers<\/strong> did not receive appropriate managerial training before taking up their post.<\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\">Specific causes of managerial disengagement<\/h3>\n\n<h4 class=\"wp-block-heading\">Loss of sense of purpose<\/h4>\n\n<p>The traditional role of leading a team no longer accounts for more than <strong>20% of<\/strong> a manager&#8217;s <strong>time<\/strong>, with <strong>more than 70%<\/strong> spent managing production and administrative tasks. This discrepancy deepens the sense of frustration. <\/p>\n\n<h4 class=\"wp-block-heading\">Unwillingness to take on a new position<\/h4>\n\n<p>The assumption of managerial responsibility often corresponds to an enhanced career path. From <strong>technical expert<\/strong>, the employee becomes a <strong>manager<\/strong> in recognition of his or her merit. But <strong>leading people is a job in its own right&#8230;.<\/strong>But more than<strong>a quarter of <a href=\"https:\/\/keycoopt.com\/en\/blog\/internal-promotion-management-coaching\/\">managers are not trained to become managers&#8230;.<\/a><\/strong>So they find themselves developing their skills empirically!    <\/p>\n\n<h4 class=\"wp-block-heading\">Constant expansion of managerial responsibilities<\/h4>\n\n<p>Over the years, the role of the manager has evolved. From a controlling <strong>executive<\/strong>, he has become a <strong>leader<\/strong> at the service of performance. Coach, innovator, intrapreneur. Without additional resources or time, the manager must arbitrate, creating stress and confusion.   <\/p>\n\n<h4 class=\"wp-block-heading\">Conflicting priorities between departments<\/h4>\n\n<p>Managers have to reconcile sometimes conflicting demands: innovation without risk, autonomy with control, well-being and performance. This tug-of-war often leads to the abandonment of human leadership missions. <\/p>\n\n<h2 class=\"wp-block-heading\">The impact of managerial disengagement on teams<\/h2>\n\n<p>Commitment is a <strong>domino effect<\/strong>: if a manager is disengaged, he can&#8217;t transmit motivation to his staff. The result is a downward spiral: <\/p>\n\n<ul class=\"wp-block-list\">\n<li>Less listening and support.<\/li>\n\n\n\n<li>Few initiatives to resolve frustrations.<\/li>\n\n\n\n<li>Increased malaise and turnover.<\/li>\n<\/ul>\n\n<p style=\"margin-top:25px\">Conversely, a committed manager acts as a <strong>powerful positive lever<\/strong> on the whole team.<\/p>\n\n<p>To achieve lasting improvements in employee engagement, companies need to focus on managerial disengagement. Training managers, clarifying their roles, lightening their administrative tasks, enhancing their role and offering them real support are all essential levers. <br\/><br\/>To find out more:<a href=\"https:\/\/keycoopt.com\/blog\/management-managers-engagement\/\" data-type=\"link\" data-id=\"https:\/\/keycoopt.com\/blog\/management-managers-engagement\/\"> Managers&#8217; commitment, a snowball effect on employees!<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>With 70% of variations in employee commitment attributed to management, it&#8217;s time to question the manager&#8217;s role in the collective dynamic.  <\/p>\n","protected":false},"author":6,"featured_media":4777,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","_seopress_titles_title":"Employee engagement: the mirror of management?","_seopress_titles_desc":"A disengaged manager can't engage his teams. Discover the causes and impact of managerial disengagement on employee commitment. 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