The Challenge HR Can’t Ignore
Employees who are not engaged don’t just feel disconnected—they create ripple effects across productivity, culture, and turnover. HR leaders need to recognize the early signs of disengagement and empower employees to reclaim their career engagement before burnout or resignation occurs.
7 Signs of True Career Engagement
Engaged employees don’t just clock in and out—they bring curiosity, initiative, and purpose to their work. Here are seven signs that you’re on the right track:
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You’re excited about what you’re learning and doing – New projects energize you.
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You exceed expectations – You go above the baseline, not because you have to, but because you want to.
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You look forward to completing tasks – Progress feels rewarding, not draining.
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You align with your company’s mission and values – You see yourself in the bigger picture.
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You apply for new projects – You’re eager to grow and expand your skillset.
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You believe your career is moving in the right direction – Goals feel achievable.
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You feel valued and included – You believe you belong and your contributions matter.
When these signs are present, employees thrive. But if they’re missing, it may be time to reassess.
Unengaged vs. Disengaged: Know the Difference within Career Engagement
While the terms may sound similar, the distinction is critical for HR strategy:
Unengaged Employees:
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Perform tasks at minimum effort
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Frequently late or absent
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Show declining work quality
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Still “there,” but not invested
Disengaged Employees:
Disengagement doesn’t just affect the employee—it drags down team morale and overall productivity. HR leaders must take different approaches depending on which category an employee falls into.
What to Do If You’re Not Engaged
Not every dip in engagement calls for an exit. Sometimes, it calls for reflection. Ask:
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Am I doing work that challenges me?
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Do I feel ownership over my tasks?
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Has it been too long since I hit a meaningful milestone?
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Do I feel appreciated and seen?
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Is my compensation fair and motivating?
Understanding the root of your disengagement allows you to take ownership or ask for changes—whether through role adjustments, recognition, or development planning.
Career (Re)Engagement Is the Wake-Up Call We Needed
A recent MorganHR survey found:
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Most employees feel off track with personal and professional goals
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The majority lack development plans that connect to their ambitions
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Many don’t feel on pace with where they expected to be in life or career
This mirrors national trends like the Turnover Tsunami and Great Resignation. In today’s climate, people are reevaluating everything—from job roles to life direction.
As HR leaders, you can guide employees through these transitions by helping them rediscover meaning in their work. Start by listening and building frameworks that support ongoing growth—not just task completion.