Engagement is crucial for any workplace. It keeps employees working and striving to improve — in its best form, engagement brings any company as a whole to a new level. Who wouldn’t want that?

But, what if your employees aren’t engaged? Too many managers find themselves scratching their heads. After all, what are the signs? How can you tell?

I’ve compiled a list of the five most common signs that your employees aren’t engaged and solutions:

Distrust of management

If you find that your employees trust politicians more than your senior management, you have a problem. Trust is a vital part of successful engagement – if employees aren’t trusting, they won’t but themselves into their work, producing boring, run-of-the-mill work.

How to fix it: Build a culture of trust. Trust in management can more than double the impact of engagement levels. Trust can help employees be braver in their work and build more solid relationships throughout. With social goals, your trusting workplace will be more open to real-time recognition and feedback.

Always off-topic

Around the office, your employees are preoccupied with non-work things, or, occupied with the right things, but at the wrong time. This is a huge problem. We generally are doing the right things, but in general we if are not in sync we are doing them at the wrong time.

Ultimately, when employees aren’t interested in what they’re working on, shoddy work is the result.

How to fix it: Establish a goal-oriented workplace. Get employees in on the “big picture” so that they have a clear understanding of what your organization is working toward. When this happens, employees will be able to see where they fit in.

Complaining about management

Disengaged employees never go to their superiors when they have a problem. It’s never a good sign when an employee is short with management or avoid the subject completely and opt to turn to other employees and social media to complain.

When this happens, you risk worsening the overall morale, not to mention apathy in your employees’ work.

How to fix it: Listen. Instead of dismissing compaints, encourage constructive criticism and really listen. Offer solutions, though you don’t always have to have the quick fix. This way, employees iwll feel heard and become more supportive of the company.

Turnover is high

You’re hiring new people on a monthly basis because no one wants to stick around for much time. This leads to inconsistent work and limited progress.

How to fix it: Foster a team mentality With social goals, employees will be invested in the team. When employees are interested and committed, they’ll want to follow through, not ditch for greener pastures.

Lack pride in work

Disengaged employees don’t care about the work they do. It’s as if they’ve adopted the mentality of “just get it done, it doesn’t matter anyway”. With no real interest, their products will be the lowest common denominator.

How to fix it: Look for ways to congratulate. Get away from the big picture from time to time and focus on small goals and achievements. When employees complete goals, offer praise – this encourages them to complete more.