Low employee engagement? Executive functioning skills could be to blame

Companies in the U.S. dedicate a significant amount of time and resources to improve employee engagement, spending an estimated $100 billion annually on initiatives such as surveys, measurement and monitoring tools, and programs — yet most efforts fall short. 

According to Gallup, only 23% of global employees and 32% of the U.S. workforce are engaged. Low engagement costs the global economy $8.8 trillion and accounts for 9% of the global GDP.For many companies, the root cause of low employee engagement may have less to do with internal issues and may actually lie with one, often-overlooked area: executive functioning skills.

What are executive functioning skills?

Executive functioning skills include things like focus, reasoning and problem solving, and help us stay organized, prioritize tasks, manage time, and meet goals, such as helping us log on to meetings on time, manage multiple projects, and keep our cool when we're feeling stressed out. 

They can also help us stay on task despite the persistent pings and app notifications, a full inbox, and impromptu meetings.Oftentimes, challenges with executive function also go hand in hand with neurodivergence — a term used to describe an estimated 1 in 5 individuals who have biological differences in the brain that vary from dominant societal standards. Autism spectrum disorder, attention-deficit/hyperactivity disorder (ADHD), and dyslexia are some of the conditions that fall under this category. Someone with ADHD, for example, may be very intelligent, motivated, and committed to their role, but they struggle with focus, organization, and managing distractions. 

Awareness is increasing, in part, because more people are being diagnosed. Between 2007 and 2016, the prevalence of ADHD diagnoses in adults increased 123%, one study found. 

Still, many organizations do not fully understand neurodivergence. In fact, 91% of neurodivergent and neurotypical employees alike don't know how common neurodivergence is. At the same time, neurodivergent employees may not disclose their disability status or neurodiversity identity due to stigma, fear, or concern about being singled out.

Yet those who are neurodivergent are not the only population impacted by executive function challenges — they can affect neurotypical employees as well. Executive function issues can be temporary and a result of fatigue, stress, pain, and distractions at work, or something that a person has worked through since childhood. 

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Organization and time management are perhaps two of the most significant areas where we see executive function issues show up. In fact, 82% of people do not have a time management system such as the Eisenhower Matrix, and instead use only lists or email. This lack of executive functioning skills and related systems can create a domino effect across the entire employee population and affect engagement, productivity, and performance.  

Many employers who are observing poor engagement often think their employees lack motivation or drive, or even have some sort of character flaw. While poor engagement can be due to a lack of communication and transparency, internal processes, or a lack of flexibility, to name a few, it could also be due to an executive functioning skills gap such as poor time management or lack of focus.

How to support employees by providing executive functioning skills training

Addressing poor engagement begins with recognizing that executive function deficits may be at play. Then, HR and benefits managers should consider the following steps.

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Create an open dialogue

Executive functioning should be included in an organization's DEIA strategy to not only ensure that neurodivergent and neurotypical employees alike have access to support, but support is provided regardless of whether or not employees disclose their challenges. 

Cultivating company-wide awareness and opening up the lines of communication are critical. Managers should have a conversation with employees and talk about what they have observed, such as several missed deadlines or tardiness at meetings, and identify the barriers at play. 

Meet employees where they are by offering options for how they prefer to engage with management. Also important is to cultivate psychological safety in the workplace so employees feel comfortable sharing their challenges openly and do not fear retaliation if they're honest. 

Recognize that the EAP isn't enough

Referring an employee who is neurodivergent or who struggles with executive function to an EAP for counseling is a good-faith effort, but isn't always what they need. 

Counseling is an important step toward improving mental health, but most counselors are not trained to teach executive functioning skills or support someone who is neurodivergent. 

There are coaches who can provide support for executive functioning skills, but they are often self-pay and can be expensive. Also keep in mind that professional coaching is a completely unregulated industry and requires no specific education, training, or licenses. 

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Benefits that are inclusive by design

While many companies offer ample PTO, flexible work schedules, and perks like on-site lounge spaces and social areas to help employees improve motivation and focus, they aren't enough to learn and strengthen their executive functioning skills.  Benefits solutions that provide video and audio content, trainings, and one-on-one live consultations with managers and employees can effectively address individual executive functioning skills gaps and improve engagement. 

Look for solutions that can support all employees and offer multiple modalities. Some solutions also have master's or doctoral-level clinicians who have a high level of experience and training in education and special education, counseling, psychology, human behavior and related fields to ensure quality. Solutions that feature content created by, or in collaboration with, neurodivergent individuals are also a good indication of a high-quality, well-planned, and intentional solution.

Employee engagement is a multi-faceted challenge and each organization has its own unique hurdles. Providing the right tools, training, and support for every employee to improve their executive functioning skills can be the missing link that ultimately builds more engaged, productive, and happier workforces.