How to Turn Disengaged Employees into Brand Ambassadors

Research and disengaged employees statistics indicate that a high percentage of workers in all organizations are disengaged.

There are many reasons why they are disengaged. Disengaged employees can be a focal point for low productivity, loss of company competitive advantage, safety problems, and much more.

This session will define disengaged employees, explain why employees become disengaged, offer ideas to win them back, and suggest how to turn disengaged employees into brand ambassadors that promote their employers.

• Defining disengaged employees
• Identifying why employees become disengaged
• Employee engagement and productivity strategies
• Transforming employees into brand ambassadors that promote the company

Disengaged employees actually work against the interests of their employers. They are trying to sabotage the organization from within.

• What causes disengagement?
• How can disengaged workers be transformed into the engaged?
• How to turn disengaged employees into brand ambassadors?

• Managers/supervisors
• Workers
• Trainers
• Human resource managers
• HR practitioners
• Training and development practitioners
• OD practitioners
• Operating managers who care about succession planning/talent management

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is President of Rothwell & Associates, Inc. He has worked in HR for more than 40 years and has also worked as a consultant for more than 50 multinational corporations--including Motorola China, General Motors, Ford, and many others. In 2012 he earned ASTD’s prestigious Distinguished Contribution to Workplace Learning and Performance Award, and in 2013 ASTD honored him by naming him as a Certified Professional in Learning and Performance (CPLP) Fellow. (ASTD is now called ATD.) In 2014 he was given the Asia-Pacific International Personality Brandlaureate Award.

He has authored, coauthored, edited or coedited 115 books since 1987. His recent books since 2017 include Virtual Coaching to Improve Group Relationships: Process Consultation Reimagined (Routledge, 2021), The Essential Human Resource Guide for Small Business and Start Ups (Society for Human Resource Management, 2020); Increasing Learning and Development’s Impact Through Accreditation (Palgrave, 2020); Workforce Development: Guidelines for Community College Professionals, 2nd ed. (Rowman-Littlefield, 2020); Human Performance Improvement: Building Practitioner Performance, 3rd ed. (Routledge, 2018);  Innovation Leadership (Routledge, 2018), Evaluating Organization Development: How to Ensure and Sustain the Successful Transformation (CRC Press, 2017), Marketing Organization Development Consulting: A How-To Guide for OD Consultants (CRC Press, 2017), Assessment and Diagnosis for Organization Development: Powerful Tools and Perspectives for the OD practitioner (CRC Press, 2017). He also authored such books as The Leader’s Daily Role in Talent Management (2015), Effective Succession Planning, 5th ed. (2015), and Becoming an Effective Mentoring Leader (2013).