Can You Save a Complacent Employee?

Can You Save a Complacent Employee?

A Leader’s Guide to Reigniting Potential

Every leader, at some point, faces this challenge: an employee who was once a high performer starts to plateau. They’re not disruptive or toxic—they just… exist. They hit deadlines, show up on time, and don’t cause issues, but the spark is gone. This is the complacent employee and, left unaddressed, they can cost your business in many ways.
While it might be tempting to ignore this type of employee in favor of managing more urgent problems, letting complacency fester is a silent productivity killer. Worse, it can become contagious.
So how do you re-engage someone who has settled into a comfort zone and stopped growing?

1. Recognize the Signs Early

Complacency isn’t always loud. It often looks like:

• Lack of initiative
• Declining enthusiasm
• Resistance to change
• No longer offering new ideas
• Doing just enough, but never more

Early recognition gives you more room to intervene in a positive way, rather than reactively.

2. Initiate a Candid Conversation

Don’t start with criticism. Approach with curiosity:

• “I’ve noticed you’ve seemed less enthusiastic and engaged lately. Is something holding you back?”
• “Are you feeling challenged in your role right now?”

This opens the door for the employee to share hidden frustrations, boredom, or even burnout—issues that might not be visible on the surface.

3. Revisit Goals and Purpose

Complacency often stems from a lack of clear purpose. Work with the employee to:

• Revisit their long-term career goals
• Align their role with personal values or strengths
• Identify new, meaningful challenges

Give them ownership. When employees see a path forward, they’re more likely to lean in.

4. Reignite Their Learning Curve

Comfort kills growth. If your employee has mastered their role, they may need:

•  New projects that stretch their skills
• Cross-training opportunities
• Leadership responsibilities
• Coaching or mentorship (giving or receiving)

Reintroduce a healthy level of discomfort, enough to challenge without overwhelming.

5. Set Clear Expectations and Follow Up

Sometimes, complacency continues because it’s tolerated. If expectations have become fuzzy, reset them. Be specific:

• What does “above and beyond” look like in their role?
• How will growth be measured?
• What are the consequences of staying stagnant?

Then follow up regularly. Accountability breeds progress.

6. Recognize and Reward Progress

When you see the spark return, even in small ways, recognize it. Encourage growth with:

• Public praise
• Development opportunities
• Autonomy and trust

The goal isn’t to micromanage performance; it’s to reawaken ambition.

A complacent employee isn’t a lost cause. After all, you hired them because they were smart, engaged, and excited to grow. More often than not, they’re simply a talented person who’s lost their way or hit a ceiling. They were productive for a long time and can be again if you can find a way to re-energize them. With the right mix of communication, challenges, and support, you can help them find purpose again and unlock the performance that’s been hiding beneath the surface.