{"id":13831,"date":"2026-05-22T12:31:36","date_gmt":"2026-05-22T17:31:36","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=13831"},"modified":"2026-10-09T09:19:21","modified_gmt":"2026-10-09T14:19:21","slug":"employee-disengagement-at-work","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/employee-engagement\/employee-disengagement-at-work\/","title":{"rendered":"Employee disengagement at work:\u00a0How HR can\u00a0push back against\u00a0\u201cquiet quitting\u201d"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-f85887e8 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-929090b5 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-a4641b2f wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"wp-block-paragraph\">by <strong>Lilia Dangi<\/strong>, Brightmine Legal Editor<\/p>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Employee disengagement is becoming one of the hardest people risks for organizations to spot and one of the most expensive to ignore. Rather than pose a flight risk, many disengaged employees stay with the organization, meet baseline expectations and gradually pull back on effort and initiative. This withdrawal pattern has come to be known as \u201cquiet quitting.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This pattern is widespread: <a href=\"https:\/\/www.gallup.com\/workplace\/697904\/state-of-the-global-workplace-global-data.aspx\">recent Gallup data<\/a> indicate that only 20% of employees globally are engaged at work, with the remainder either not engaged or actively disengaged. This matters to HR because disengagement rarely appears first as an obvious conduct or capability issue. It typically shows up as lower effort and weaker connection to the organization\u2019s goals.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For HR&nbsp;and business&nbsp;leaders, the challenge&nbsp;isn\u2019t&nbsp;recognising&nbsp;disengagement once it becomes a performance issue.&nbsp;It\u2019s&nbsp;spotting the early warning signs and knowing what can realistically be changed before disengagement starts to drag down productivity,&nbsp;morale&nbsp;and retention.<\/p>\n\n\n\n<h2 id=\"What-employee-disengagement-looks-like\" class=\"wp-block-heading\"><strong>What employee disengagement looks like<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Disengagement is rarely a single moment. It is usually a slow drift: fewer ideas raised, less follow-through, less initiative and more of a \u2018tell me exactly what you want\u2019 mindset.&nbsp;Employees&nbsp;are&nbsp;showing up and doing their jobs, but&nbsp;they\u2019re&nbsp;less willing to stretch beyond what is&nbsp;required.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Key symptoms of employee disengagement include:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Reduced initiative:&nbsp;<\/strong>Employees wait to be assigned tasks rather than&nbsp;anticipating&nbsp;needs or proposing improvements.<\/li>\n\n\n\n<li class=\"\"><strong>Slower execution:&nbsp;<\/strong>Projects take longer to&nbsp;complete&nbsp;and&nbsp;objectives&nbsp;are met at a more cautious pace.<\/li>\n\n\n\n<li class=\"\"><strong>Lower visibility and participation:&nbsp;<\/strong>Employees disengage from meetings, group&nbsp;discussions&nbsp;or collaborative work, particularly in hybrid or remote environments.<\/li>\n\n\n\n<li class=\"\"><strong>Declining discretionary effort:<\/strong>&nbsp;Fewer ideas are&nbsp;shared,&nbsp;challenges go unraised and \u201cgood enough\u201d replaces pride in outcomes.<\/li>\n\n\n\n<li class=\"\"><strong>Limited availability:&nbsp;<\/strong>Employees become harder to reach and less responsive to colleagues or stakeholders.<\/li>\n<\/ul>\n\n\n\n<h2 id=\"Why-employee-disengagement-is-rising\" class=\"wp-block-heading\">Why employee disengagement is rising<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employee disengagement is rising for several overlapping reasons. One useful line of research suggests that when employees feel they have <a href=\"https:\/\/www.msn.com\/en-us\/money\/careers\/employees-more-likely-to-quiet-quit-when-feeling-less-control-study-finds\/ar-AA1L3tdS\">less control<\/a> over their work or that they have fewer opportunities to influence outcomes, they are more likely to withdraw discretionary effort. In practice, this often happens during periods of organizational change, economic uncertainty, restructuring or when expectations continue to increase without a matching sense of support or fairness.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.newsweek.com\/work-quiet-quitting-trend-psychology-cause-control-2119278\">Two specific mechanisms<\/a> help explain disengagement. The first is perceived replaceability: if employees believe they are interchangeable or easily overlooked, commitment often weakens. The second is a breakdown in the psychological exchange between the employer and the employee. When people no longer believe that effort leads to recognition, growth, fairness or influence, doing only what is required can start to feel like the most rational response.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It is also important to separate disengagement from burnout. Whereas disengagement describes a weakened emotional and cognitive connection to work, burnout is more closely related to feeling chronic pressure at work, which can turn into exhaustion and depleted capacity. In reality, the two can reinforce each other. The following workplace factors commonly increase that risk:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Unrealistic expectations:<\/strong> Unsustainable overloaded and poorly designed roles can leave employees feeling that success is unattainable;<\/li>\n\n\n\n<li class=\"\"><strong>Lack of support:<\/strong> Where either manager support, team collaboration or psychological safety are weak, employees are less likely to raise issues early or ask for help.<\/li>\n\n\n\n<li class=\"\"><strong>Poor boundary management:<\/strong> When workload regularly spills into personal time, employees may protect themselves by reducing effort to the minimum that feels sustainable.<\/li>\n\n\n\n<li class=\"\"><strong>Limited development and progression:<\/strong> If employees cannot see how performance connects to organizational growth and future opportunities, motivation can weaken.<\/li>\n\n\n\n<li class=\"\"><strong>Unclear or unfair compensation:<\/strong> When employees don\u2019t understand how pay or progression decisions are made, extra effort can start to feel disconnected from reward outcomes.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Taken together, these factors suggest that disengagement is rarely just a failure of effort. More often, it signals something about the quality of the workplace \u2014 specifically whether:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Expectations are manageable;<\/li>\n\n\n\n<li class=\"\">Effort feels worthwhile; and<\/li>\n\n\n\n<li class=\"\">Employees believe they are seen, heard and treated fairly.<\/li>\n<\/ul>\n\n\n\n<h2 id=\"Why-organizations-struggle-to-combat-disengagement\" class=\"wp-block-heading\">Why organizations struggle to combat disengagement<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employee engagement initiatives often miss the mark because they rely too heavily on broad cultural fixes, such as surveys, campaigns, values messaging or one-off well-being events. Those tools can be useful, but they are not interventions in themselves. Disengagement is usually driven by day-to-day realities, such as role clarity, workload, management, trust in decision\u2011making and whether effort visibly leads to progress. If these fundamentals remain weak, engagement activities can start to feel superficial and reactive.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A further challenge for HR is that disengagement tends to emerge gradually: fewer ideas volunteered, less initiative, weaker hand-offs and high performers pulling back. At this point, organizations often default to tighter performance management and increased monitoring. This creates a risk from a HR perspective because if employees feel they\u2019re being watched for signs of engagement and commitment, they are more likely to prioritize optics over meaningful contributions.<\/p>\n\n\n\n<h2 id=\"Understanding-what-motivates-employees\" class=\"wp-block-heading\">Understanding what motivates employees<\/h2>\n\n\n\n<p id=\"motivates-\" class=\"wp-block-paragraph\">If disengagement is driven more by conditions than by attitude, the practical HR question becomes: what helps employees remain committed and willing to go beyond the minimum? The answer is clearer expectations, better management practices, fairer and more transparent systems and work that feels meaningful.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Here are some ways to support that:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Make excellence legible<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">People are less likely to go the extra mile when they&#8217;re unclear about where it leads and what success looks like. Making &#8220;excellence&#8221; visible means giving employees clear priorities, realistic standards, transparent decision-making processes and a credible explanation of what strong contributions look like in practice. For HR, these points are related to job design, clear goal setting and management capability, not just communication.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Make effort worthwhile<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Recognition only works when it is timely, fair and links to outcomes that matter. A generic &#8220;culture of recognition&#8221; is meaningless if recognition is inconsistent or disconnected from progression. Employees need to see that going the extra mile leads to somewhere tangible: increased trust, better opportunities, greater autonomy, development or reward.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Remove unnecessary friction<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Some behavior labeled as disengagement is usually a rational response to poor workflow design. Employees disengage when routine tasks require unnecessary approvals, repeated workarounds, unclear hand-offs or constant chasing for information. Even committed employees will begin to conserve effort if the system makes good effort unnecessarily difficult. This is why HR should treat process friction as a people issue as well as an operational one.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Avoid the fear trap<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">When disengagement starts to spread, it can be tempting to tighten controls: more monitoring, clearer consequences and greater visibility into who is performing and who isn\u2019t. While this may feel like accountability, it often produces the opposite effect.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When employees sense increased surveillance, behavior shifts. Attention moves from improving performance to managing perception. Rather than raising issues or experimenting with better ways of working, employees focus on staying off the radar. Disengagement becomes harder to detect, reinforcing the same \u201coptics over insight\u201d problem HR is trying to solve.<\/p>\n\n\n\n<h2 id=\"Implementing-an-employee-engagement-program\" class=\"wp-block-heading\">Implementing an employee engagement program<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Understanding the root causes of employee disengagement is only part of the task. The stronger response is to treat employee engagement as an evidence-based HR intervention. Brightmine recommends a three-stage process: track, interpret and act. Our HR &amp; Compliance Center offers vital support every step of the way.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Track: Surface the early signals of employee disengagement<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Disengagement rarely shows up in formal metrics first. It appears in small shifts: reduced initiative, slower follow-through and less collaboration. HR\u2019s role is to make these signals visible early, whether through manager check-ins, survey data or ongoing feedback.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Job to be done:<\/strong> Help HR see emerging risk early, before disengagement shows up as a performance issue.<\/li>\n\n\n\n<li class=\"\"><strong>How the HR &amp; Compliance Center supports this: <\/strong>At this stage, the job is to get visibility into what employees are actually experiencing, not just what managers assume. The HR &amp; Compliance Center provides ready-to-use tools like employee engagement survey forms to help HR teams collect consistent input. Instead of building surveys from scratch, HR can focus on asking the right questions and spotting patterns early.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Interpret: Understand what\u2019s driving disengagement<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Once employee disengagement is visible, the priority is understanding what\u2019s driving it. In many cases, the underlying issue is unclear priorities, unsustainable workloads or a lack of trust that effort will be recognized. Without that context, interventions risk targeting symptoms rather than causes.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Job to be done:<\/strong> Determine whether disengagement is being driven by workload, management, recognition, or reward signals \u2014 not guess or default to culture fixes.<\/li>\n\n\n\n<li class=\"\"><strong>How the HR &amp; Compliance Center supports this: <\/strong>Here, the job is to diagnose the root cause, not just describe the problem. The HR &amp; Compliance Center offers practical guidance and commentary that provide the context needed to translate survey results and manager feedback into actionable insight. This includes sense\u2011checking how recognition, workload design and compensation signals interact \u2014 for example, whether unclear pay decisions, compression or weak links between performance and progression are reinforcing disengagement. Grounded in expert guidance and workforce data, this approach helps HR teams test assumptions and focus efforts where they will have the greatest impact.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Act: Create conditions that foster employee engagement<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Most organizations already have engagement tools, programs and frameworks in place. The challenge is using them to address the real drivers of disengagement. That means clarifying expectations, reducing friction and ensuring effort leads to meaningful outcomes \u2014 rather than launching more HR initiatives for the sake of it.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Job to be done:<\/strong> Translate insight into consistent action that changes day-to-day conditions, not one-off initiatives<\/li>\n\n\n\n<li class=\"\"><strong>How the HR &amp; Compliance Center supports this: <\/strong>At this stage, the job is to turn insight into consistent action across the business. The HR &amp; Compliance Center supports this with practical resources \u2014 how-to guides, checklists and policy templates \u2014 that help HR and managers implement changes at scale. Whether it\u2019s improving manager capability, rolling out recognition practices or redesigning workflows, the focus shifts from \u201cwhat should we do?\u201d to \u201chow do we actually do it well and consistently?\u201d<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Closing thought<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employee disengagement is an organizational design problem that most organizations treat as an attitude problem. Rather than attributing disengagement to individual attitudes or motivation, it\u2019s crucial to recognize that the root causes often lie in how work is structured, managed and rewarded. If HR approaches disengagement as a systemic issue and addresses these underlying factors, meaningful and sustainable improvements can follow.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\"><strong>Discover how Brightmine gives HR leaders the tools and guidance to stay ahead of people risks before they escalate.<\/strong><\/a><\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-9abcfde1 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-1f96cfca wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"wp-block-paragraph\">In this resource:<\/p>\n\n\n\n<p id=\"What-employee-disengagement-looks-like\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3\" class=\"wp-block-paragraph\"><a href=\"#What-employee-disengagement-looks-like\">What employee disengagement looks like<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3\" class=\"wp-block-paragraph\"><a href=\"http:\/\/Why-employee-disengagement-is-rising\">Why employee disengagement is rising<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3\" class=\"wp-block-paragraph\"><a href=\"#Why-organizations-struggle-to-combat-disengagement\">Why organizations struggle to combat disengagement<\/a><\/p>\n\n\n\n<p id=\"Understanding-what-motivates-employees\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3\" class=\"wp-block-paragraph\"><a href=\"#Understanding-what-motivates-employees\">Understanding what motivates employees<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3\" class=\"wp-block-paragraph\"><a href=\"#Implementing-an-employee-engagement-program\">Implementing an employee engagement program<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-22a7c014 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Get ahead of HR compliance<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Navigating today\u2019s complex HR compliance landscape is challenging.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Get ahead with Brightmine. Access HR resources and automation tools managed by seasoned human HR experts.<\/p>\n\n\n\n<p style=\"font-size:14px\" class=\"wp-block-paragraph\"><a href=\"\/us\/products\/hr-compliance-center\/#lexisnexis\">Proudly partnered with LexisNexis<sup>\u00ae<\/sup><\/a><\/p>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6ee76cfc wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<figure class=\"wp-block-image alignleft size-large is-resized\" style=\"margin-top:10px;margin-bottom:10px\"><img loading=\"lazy\" decoding=\"async\" width=\"166\" height=\"44\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/07\/16090337\/LexisNexis-logo.svg\" alt=\"\" class=\"wp-image-9646\" style=\"width:auto;height:35px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/us\/quote\/?intcmp=cta|blog|quote|request-a-quote\" style=\"border-radius:25px\">Request a quote<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-64c039dc wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<p class=\"wp-block-paragraph\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-a7dce961 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-11138 resources type-resources status-publish has-post-thumbnail hentry category-hr-news topic-ai-in-hr topic-hr-technology\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3;text-decoration:underline;margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/executive-order-to-preempt-ai-laws\/\" target=\"_self\" >Executive Order Seeks to Preempt State AI Laws<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-10439 resources type-resources status-publish has-post-thumbnail hentry category-hr-news topic-employment-law-updates topic-hr-technology\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3;text-decoration:underline;margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-technology\/colorado-delays-implementation-of-ai-discrimination-law\/\" 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class=\"lnrs-resource-hub-widget__category\">Blogs<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-future\/the-great-disconnect-ai-and-transparency-in-the-workplace\/\">AI and transparency in the workplace: Employees can challenge decisions faster<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">AI and transparency are making it easier for employees and applicants to identify, document and challenge inconsistent workplace &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/fee-planned-for-f-1-students-applying-for-optional-practical-training\/\"><div 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href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/fee-planned-for-f-1-students-applying-for-optional-practical-training\/\">$70,000 fee planned for F-1 students applying for Optional Practical Training<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">The Trump administration is proposing a $70,000 fee for foreign students entering the F-1 Optional Practical Training program, &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/thou-shalt-not-use-chatgpt-handling-religious-objections-to-ai-at-work\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/04\/16013210\/Feature-manager-on-a-computer.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/thou-shalt-not-use-chatgpt-handling-religious-objections-to-ai-at-work\/\">Thou shalt not use ChatGPT? Handling religious objections to AI at work<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">As AI becomes more common in the workplace, employers may encounter employees who object to its use on &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-84b47954 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-container-core-group-is-layout-9f6a5453 wp-block-group-is-layout-constrained\" style=\"padding-right:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 id=\"h-topics-on-this-page\" class=\"wp-block-heading\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-7387b849 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/employee-engagement\/\" rel=\"tag\">Employee engagement and retention<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 id=\"h-about-the-author\" class=\"wp-block-heading\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/22120012\/Lilia-Headshot-150x150.jpg\" alt=\"\" class=\"wp-image-13834\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/22120012\/Lilia-Headshot-150x150.jpg 150w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/22120012\/Lilia-Headshot-300x300.jpg 300w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/22120012\/Lilia-Headshot-768x768.jpg 768w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/22120012\/Lilia-Headshot-450x450.jpg 450w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/22120012\/Lilia-Headshot.jpg 800w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong>Lilia Dangi<\/strong><br>Legal Editor, Brightmine<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lilia joined the Employment Law and Compliance team as a Legal Editor in March 2025.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lilia has over 10 years\u2019 experience in HR, with a strong background in employment law, compliance, and governance. She has worked across major organisations including Deloitte, Santander, and Unilever, advising on complex employee relations matters, immigration and change management.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lilia also brings experience as a CIPD tutor, delivering modules on employment law and workforce planning. She holds a Law degree, a Law Masters in Corporate Governance, and is a certified Company Secretary and CIPD Associate.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Connect with Lilia on&nbsp;<a href=\"https:\/\/www.linkedin.com\/in\/liliadangi\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a>.<\/p>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Employee disengagement is often hard to spot until it starts affecting performance, morale and retention. This article looks at what disengagement actually signals, why broad engagement initiatives often fall short, and what HR can realistically do to address the conditions driving it.<\/p>\n","protected":false},"author":65,"featured_media":7970,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[9],"tags":[],"topic":[24],"class_list":["post-13831","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-blogs","topic-employee-engagement"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 (Yoast SEO v28.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Employee disengagement at work:\u00a0How HR can\u00a0push back against\u00a0\u201cquiet quitting\u201d | Brightmine<\/title>\n<meta name=\"description\" content=\"Employee disengagement is rising. Learn what HR can realistically influence, how to spot early warning signs and what to prioritise before it impacts performance\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/employee-engagement\/employee-disengagement-at-work\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employee disengagement at work:\u00a0How HR can\u00a0push back against\u00a0\u201cquiet quitting\u201d\" \/>\n<meta property=\"og:description\" content=\"Employee disengagement is rising. 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