Disengagement Is Contagious

Photo by Ernie A. Stephens on Unsplash

You know that team member who’s been a little quieter lately?

Not quite as chatty on calls. Turning off their camera more often. Skipping the extra effort they used to bring.

Don’t ignore it.

Because disengagement doesn’t usually start with a loud exit or a dramatic blow-up, it often begins with a quiet fade. And that slow fade? It’s contagious.

Disengagement shows others what’s tolerated. It changes the tone in the room, the energy on the team.

Suddenly, it’s not just one person holding back, it’s a ripple effect.

People start asking themselves:

“Why am I trying so hard when no one else is?”

“Does any of this even matter?”

And just like that, performance, culture, and morale all take a hit.

Now, this doesn’t mean you need to ring alarm bells every time someone has an off day (we are human after all). We all go through slumps, bad days, tough times.

But leaders who notice the patterns, and act early, protect their teams from sliding into that quiet quitting zone. They build cultures where people can re-engage, re-commit, and bounce back without shame.

Ask Yourself:

Who has been a little more distant or quiet lately?

Have I meaningfully checked in on those people?

Is someone showing up in person but checked out otherwise?

Have I noticed a drop in energy, curiosity, or ownership?

Ask Others:

Reach out. Genuinely. No agenda. Just check-in.

“Hey, I’ve noticed you’ve seemed a little more reserved than usual, how are things going?”

That one question (however you want to phrase it) could be the thing that helps someone turn things around or reminds them that they’re not invisible and someone does care.

If you want to keep your team fired up and focused. Start with presence.

Because when someone starts pulling back, silence isn’t just silence.

It’s a signal.