One of the most difficult things to do as a manager is to deal with an employee who just isn’t feeling it and remains unmotivated for a long period of time. Everyone has their days when they’d rather be anywhere else but at work, but what do you do when a direct report consistently fails to bring energy and enthusiasm to their work?

I’m going to focus here on working with someone who was working well at one point, but has since checked out. (Someone who never engages with their work may be a dud or a poor fit to your organization.) A lot of what you need to do depends on why the employee has disengaged. Your first job is to figure out what is going on. After that, you can try to deal with the problem.

Maybe it’s not about work

Your first assumption is probably that there is something about the workplace that is bothering your supervisee. That shouldn’t be the first place you go, though. Instead, start by finding out whether everything is okay with your employee in general. Often, someone appears checked out at work, because they’re dealing with a difficult situation elsewhere in their lives—perhaps a sick relative, financial problems, or a significant home repair looming.

Approach your supervisee and tell them that you have noticed that they seem distracted. Ask them if they would be willing to talk about what’s going on. They may very well discuss work-related issues, but this framing gives them the option to talk about issues going on in their personal life. Even if they don’t want to elaborate on it, they may just say that there is something going on at home or outside of work.

In the short-term, ask if there is anything you can do and be sympathetic and supportive. For an issue with a limited time horizon, you might shift assignments around to give your employee some space and time to deal with the issue at hand.

However, if your supervisee mentions something happening outside of work that is significant and potentially long-term, you also need to ensure that the work that must get done can be completed. If you work for a larger organization, you may have an Employee Assistance Program through Human Resources that can help with this situation. In smaller companies, you may have to find a solution in collaboration with other members of the leadership of the organization and human resources to ensure continuity of work during a difficult time for your employee.

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