One Person Isn’t Pulling Their Weight? Here’s What Smart Leaders Do

Eventually, every team leader has to deal with a single non-cooperative member. They silently disengage, shun teamwork, or fail to meet deadlines. And that one weak link begins to impact everything, from team morale to results, regardless of how strong the rest of the team is.
Let's discuss if you have been there or are now there. Because you are ignoring it? That merely exacerbates the situation.

The Real Cost of One Disengaged Member

Gallup estimates that lost productivity from disengaged workers costs billions of dollars. However, the vibe is more important than the numbers. The team as a whole either takes over or begins to check out on themselves when one member isn't fully present. At that point, performance suffers and annoyance increases.

What is the solution, then?

First, Understand Why They are Disengaged

People aren't inherently challenging. Perhaps they don't know what their role is. Perhaps they don't feel heard. Or perhaps something is happening outside of work. These are typical reasons:

• No role clarity
• Lack of trust or safety in the team
• Feeling excluded from decisions
• Burnout or overwhelm
• Unclear feedback or expectations

A simple, respectful 1-on-1 can uncover a lot.

What Great Leaders Do Differently

I have found that the following steps consistently work:

1. Address it early.
Don’t wait for the team to explode. Have a private conversation with curiosity, not confrontation.

2. Reset expectations.
Clarify what success looks like. Make responsibilities and timelines unambiguous.

3. Give feedback with examples.
Say, “I noticed you didn’t contribute to last week’s report” instead of “You’re not being a team player.”

4. Reassign or re-engage.
Sometimes, giving them a small but meaningful responsibility sparks renewed energy.

5. Get the team involved.
Positive peer influence often works better than top-down pressure.

When It Still Doesn’t Work

If they continue to disengage, document your efforts. Loop in HR if necessary. Your team’s well-being matters. And sometimes, letting go is the kindest decision for everyone involved.

Final Takeaway

If you lead with intention, one off-track team member doesn't have to bring the entire group to ruin. Act in the best interests of the team as a whole, coach with empathy, and address the problem early.

Real leadership isn’t just about driving results. It’s about protecting the people who get you there.

Please feel free to forward this message to a team member or other leader if you found it helpful or enjoyable. Additionally, feel free to request a downloadable checklist or infographic that outlines these procedures. I am glad to assist.

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