According to recent Gallup numbers, 71 percent of all employees are not engaged at work, or worse, actively disengaged. And while this figure has numerous implications for the American workforce, the bottom line is that the vast majority of employees are producing far under capacity. This is obviously an issue for organizational leadership, one they must strive to correct in order to remain competitive in the global marketplace. One of the first ways managers can begin to right the ship is simply by recognizing there’s an issue. Managers should be aware of their employees' output and productivity. If there is a lag, disengagement could be the culprit. Managers also need to ensure they aren’t part of the problem. Some of the leading causes of disengagement are a perceived lack of purpose and a sense of disrespect among employees. By correcting these issues on the management side of things, workers will begin to take their jobs more seriously.