You’ve hired a rock star employee, someone who knocks every task out of the park. Their performance is so good that you wish you could clone them. Then, out of nowhere, you notice a decline – they’re not as sharp as they used to be. Mistakes creep into their work and they seem disengaged. Before long, you’re considering replacing them, assuming they’ve simply lost their edge or burnt out.
But what if this isn’t the right way to think about it?
Before jumping to conclusions, ask yourself: What changed? Did something shift in their personal life? Or is it something you changed in the workplace that they don’t understand or buy into? Getting to the root of disengagement can make all the difference.
Two Reasons Employees Disengage
Before you start looking for someone new to fill your rock star’s shoes, it’s crucial to understand why they may be disengaging. There are two main reasons this happens:
- A Change at Work. Perhaps you’ve introduced a new policy or process. Maybe the company has shifted its direction and your rock star wasn’t informed or involved in the decision-making. These changes can leave employees feeling disgruntled, especially if they don’t understand the reasoning behind them.
- A Personal Life Struggle. Something beyond work might be going on. Stressors like family issues, financial problems, or health concerns can weigh heavily on an employee’s mind. They may attempt to hide it, but sooner or later, it will impact their performance.
If your rock start employee is slowing down, it’s time to boost employee engagement and get to the root of what’s going on.
A Story of Stress and Support: HVAC Tech in Crisis
One of our earliest clients, a successful HVAC company, had a rock star tech on their team. For years, he was the go-to guy for tricky jobs, consistently delivering exceptional work. Then, out of nowhere, his performance plummeted. Errors kept popping up and his usual enthusiasm disappeared.
The company reached out to us, ready to replace him.
But instead of preparing a job ad, we suggested doing a behavioral assessment. Maybe something deeper was at play. After reviewing the results and sitting down with the tech, it became clear: his struggles weren’t work-related at all. He was going through a brutal divorce, losing his home, and facing the reality of everything he cared about being taken away.
It was a heartbreaking realization. He wanted to keep his personal life under wraps and not burden the team, but the weight of it was showing in his work. Once we knew what was going on, we were able to create a plan to support him. Within weeks, his performance returned to its usual high standard and the company didn’t lose one of its top performers.
How to Identify the Root Cause of Employee Disengagement
When your rock star employee starts to struggle, it’s essential to take a step back and evaluate the situation rather than rushing to make changes. Here are a few steps to help identify the cause and boost employee engagement:
- Open the Conversation. Start by having a genuine, empathetic conversation. Don’t immediately assume the worst or go straight into critique mode. Ask them if there’s something on their mind. Let them know you’ve noticed a change in their performance and you want to understand how to help.
- Conduct Behavioral Assessments. Behavioral assessments can provide valuable insight into how an employee naturally operates, especially under stress. These tools can help uncover whether the problem is due to external pressures or internal misalignment with company values or vision.
- Consider Work Environment Changes. Reflect on any recent changes in your company. Did you shift your focus, restructure teams, or introduce new tools without adequately communicating the reasons? Sometimes, disengagement stems from a lack of clarity. Make sure you’re creating an environment where employees feel involved and informed.
- Offer Support. Once you’ve identified the root cause of the distress, offer solutions that can help ease the burden. If the issue is personal, consider offering flexible hours or additional time off. If it’s work-related, take the time to discuss changes and make sure they feel aligned with the company’s direction.
Building Trust Through Support
Taking the time to support your rock star employees through rough patches can result in immense loyalty and stronger performance down the line. In fact, when employees feel supported, they’re more likely to come to you when they’re facing challenges. And that’s the kind of culture that will boost employee engagement and retention.
Imagine a scenario where an employee approaches you with, “Hey boss, I’m going through a tough time. Can we talk about how I can keep up at work while handling this personal situation?” It’s possible, but it starts with you making the first move and creating an environment with mutual trust and respect.
Boost Employee Engagement
At the end of the day, dismissing a rock star employee because they hit a rough patch could cost you more than you think. Talent is hard to find and loyalty is even harder. When you take the time to understand the root of disengagement, you’ll often find that it’s not permanent and it can be fixed.
It’s time to figure out how to boost employee engagement. Invest in open communication, provide the right support, and be flexible when necessary. Your top performers will appreciate it and their performance will reflect that.
