This leads to an annual realization for most companies, around survey time, that they've forgotten to do anything about the results from the previous year. Gallup also suggests that some companies focus too much on "checking a box," rather than weaving tangible, impactful, ongoing programs into the current corporate culture.

Definition of a disengaged employee

How can you tell if your employees are disengaged? Gallup describes these workers as "not hostile or disruptive," but rather "checked out," and trying to complete their job, but with minimal effort. This means that employees who are involved, enthusiastic, and committed to their work are in the vast minority.

If you are a manager who has often suspected that your team is not being as productive as they can be, you are not alone, and according to Gallup, are unfortunately well in tune with what is probably the reality for your team. Here are some signs that your employee may be disengaged:

• Increased absence: A reliable employee is suddenly unreliable.

• Appears to be distracted in meetings: Is working on something unrelated or appears distant.

• Lacks enthusiasm: Is slow to get started on new projects. 

• Doesn't have any questions: Doesn't take the initiative or inquire about details of new work.

• Isn't collaborating: Is set on working independently and is not working well with others.

• Wastes time: Gossiping, discussing office politics, or spending time online.

Gallup's best practices

So what should you do to improve engagement in your organization? By studying high-performing organizations, Gallup has outlined some best practices that improve engagement and performance:

• Include engagement efforts in your company's overall strategy: The companies with the most successful employee engagement programs are the ones with leadership who are committed to the effort.

• Use a quantitative tool to measure engagement: Make sure the instrument you are using to measure engagement is a scientific one.

• Look at the big picture: Create a realistic roadmap that takes into account where your company is now and where it is headed within the next one to three years.

• Don't just focus on the survey: Some companies get so caught up in the survey results, they forget to dig deeper in the results of each individual question, missing important areas of focus such as coworker relationships and expectations.

• Create a culture of engagement: Engagement shouldn't just be another "to-do" on a manager's list, but rather how the "to-do" list gets done.

A few things that work

Engaged workforces outperform lower engaged companies by 22 percent in profitability and 21 percent in productivity. Here are some examples of strategies the most engaged workforces in the U.S. have leveraged to increase employee engagement and, in turn, retention and productivity:

Make a commitment to authentic leadership: Employee engagement starts at the top. Authentic leadership is an approach to leadership that focuses on building a positive, ethical, open culture by engaging leaders who demonstrate these values. Authentic leaders are often magnetic, and their commitment to honesty, integrity and humility can set the tone for the culture of the entire organization.

Create a culture of frequent feedback: Studies show that the annual performance review may no longer be enough. Companies that encourage frequent communication, check-ins and updates between managers and employees are often able to address any underlying issues or concerns employees have quickly and efficiently, leading to a happier and more productive workforce.

Offer meaningful benefits: Offering diverse and meaningful employee benefit packages can help companies attract top talent and retain talented employees – and it doesn't have to cost a lot. For instance, a flexible work arrangement that enables an employee to make basketball practice in the evenings can greatly increase his or her health and happiness on a daily basis.

Create a healthy workforce: "Workplace wellness" initiatives used to have a narrow definition, often referring to discounted gym memberships, or healthy snacks. Now, organizations have the opportunity to improve employees' health in a more holistic way by offering things like financial wellness plans, mental health benefits, and extended maternity and paternity leave. And according to the CDC, a healthy workforce is a more productive one.

Encourage employees to do what they do best: The highest performing organizations are ones in which employees have the chance to do what they do best every day. Matching the right person with the right job is key to having a successful, productive workforce. In other words, play to your employees' strengths. On the Gallup Employee Engagement Survey, respondents are asked the degree to which they agree with this statement: "At work, I have the opportunity to do what I do best every day." The results are often indicative of the organization's overall picture.