My Team is Missing
One by one, a team member quits. Slowly, your team shrinks, and their once familiar voices go silent. You look around and realize, this isn’t the same team you had six months ago. Whether it’s due to behavioral shifts or new hires replacing those who’ve left, the change is undeniable. You now find yourself starting over, getting to know not just one new team member, but several.
That’s when it sinks in:
My team is missing.
Signs that something isn’t right:
- Sudden departures: Team members leave effective immediately, skipping the standard two-week notice. There’s no interest in a smooth handoff, no care for transition. It often signals deep dissatisfaction with leadership, with the culture, or both.
- Silence from the once vocal: That once-engaged employee who always had ideas? They’ve gone quiet. No more suggestions, no feedback, they’ve mentally checked out before physically leaving.
- Declining attendance: Tardiness becomes more frequent. Absences increase. Engagement and accountability fade.
- Disengagement in hiring: When team members avoid being involved in recruiting or show no interest in who joins the team next, it’s a red flag. They don’t see themselves being around long enough to care.
What you can do:
- Pulse surveys: Regular, quick surveys can help you take the emotional and mental temperature of your team. Use them wisely to identify early signs of disengagement.
- 1:1 check-ins: Don’t underestimate the power of personal conversations. Create space for honest dialogue, listen, don’t just talk.
- Targeted engagement activities: Organize team-building efforts that directly address the root issues, not just pizza parties. Focus on activities aligned with employee interests and concerns.
- Act on feedback: This is the most important step. Asking for feedback and doing nothing is worse than not asking at all. Be proactive. Show you’re not just listening, but responding with real changes.
This is a great time to reflect on where your team stands and explore ways to improve, whether it’s in policies, leadership style, or employee relations. Losing a team doesn’t always start with resignations; often, the disengagement begins long before anyone formally leaves. Pay attention to the early signs, take proactive steps, and focus on rebuilding not just the team, but also the trust, culture, and connection that hold it together.
About the Author
Dr. Jaquelle Outlaw is a SHRM-certified HR professional and workforce development expert with a passion for creating data-driven, people-centric strategies. With years of experience in human resources, she specializes in talent management, employee engagement, and performance optimization. Jaquelle has a PhD in Industrial-Organizational Psychology, where she deepens her expertise in the science of work and human behavior. Her research and work focus on leveraging psychological principles to drive workplace efficiency and employee satisfaction. Through this platform, Jaquelle aims to share valuable insights and practical strategies to help organizations build stronger, more engaged teams.