In this insightful column, Jane Harper tackles the subtle signs of employee disengagement, slipping work quality, missed deadlines, and a lack of spark. With practical, empathetic strategies, she guides managers on how to reignite motivation, uncover unmet needs, and rebuild a vibrant team culture that brings everyone’s A-game back to the table.
A reader writes:
Dear Jane,
I manage a tight-knit startup with 15 employees, and I can confidently say we’ve always been a motivated bunch. There’s this one employee, who seems to be quietly slipping away. His work quality has taken a nosedive, deadlines are treated like a suggestion, and he’s stopped bringing ideas to the table. He’s often absent, takes marathon lunch breaks, and when I check in, he’s distant. Is this quiet quitting? Or something deeper? Is there a way I could stop this disengagement from spiraling further?
Jane Harper offers practical advice to address employee disengagement and prevent quiet quitting from undermining your team’s morale and productivity. (Image: Pexels)
Jane’s guide to fixing employee disengagement
I feel your worry. Disengagement can seem like a personal issue until it drains your team’s morale, productivity, and culture. But there’s a way you can fix it. You could try a few ways to bring him back from the edge of quiet quitting and get your team humming again.
Start with a heart-to-heart
Schedule a private, no-pressure chat and lead with curiosity. “Adam, I’ve noticed you seem less engaged lately. What’s going on?” Then, listen. Don’t fill the silence, let him talk. He might be wrestling with boredom, stress, or feeling invisible at the company. Your job is to find out why the employee is disengaged at work.
Discover his ‘why’
The employee’s fading initiative and sloppy work is the biggest sign of disengagement. He might be showing up to work physically, but is mentally clocked out from stress or lack of purpose. Ask, “What parts of your work used to bring your joy?” or “What would make this role exciting again?”. Your job here is to help recalibrate and point him towards a direction that matters.
Fuel motivation with growth
Disengagement often multiplies when you feel stuck or unseen. If the employee’s role feels like a hamster wheel, it’s no wonder he’s zoning out at work. You’ll need to shake things up if you’re truly interested in working with the company. This could be in the form of a new project, a chance to upskill, or a mentorship opportunity to stretch his abilities.
Check the fit
Sometimes, disengagement is a symptom of a deeper mismatch. Is his role still right fit for his skills? Is his manager’s style leaving him feeling unsupported at work? You can dig into these questions. Maybe he needs a role change or a manage who checks in with more empathy.
Employee disengagement is rarely about laziness. It’s often a sign of unmet needs, whether it’s purpose, growth or connect at work. Your employee isn’t broken, and neither is your company. You can approach him with authenticity and plan. You’re simply building a culture where everyone feels seen, valued, and ready to bring their A-game to work.