The Question: Why is my smart, capable team not engaged?

(This question is based on a post I recently came across.)

Leaders, have you ever managed a smart and capable team but struggled with employee engagement? By struggling with engagement, I mean barely completing their job duties, not actively collaborating or communicating with teammates, and not keeping you or other managers informed. These behaviors are really slowing down productivity and overall performance. How can I overcome this?

My Answer:

Oh my! It can be frustrating to see a team that isn’t living up to its potential. It’s great that you’re reflecting on how to address it.

Clarifying your goals

You’ve outlined three clear goals for your team: taking ownership of their work, collaborating with teammates, and keeping managers informed. Those are exactly the behaviors that drive productivity and performance.

When multiple team members disengage

Sometimes it might be tempting to address each team member individually, but when multiple people are disengaging, that’s usually a signal that something in the work environment is shaping this behavior.

The role of mindset constraints

A helpful way to approach this (and start seeing your team perform as you hope) is to consider the mindset constraints that influence how your team works.

Mindset constraints are the unspoken rules, habits, and assumptions that shape day-to-day behavior. They define what’s feasible in your workplace — what’s allowed, encouraged, or implicitly blocked. [I refer to that as your organizational feasible region].

When certain behaviors, like taking ownership or effective communication, aren’t supported by these constraints, even the smartest and most capable team members may gradually stop demonstrating them and focus only on completing core tasks.

Examples of common mindset constraints

Your team might operate under unspoken mindset constraints like:

• “Get the job done, nothing more, nothing less.”
  
• “If you can handle it without needing anything from anyone, do that.”
  
• “Keep communication minimal; don't ask unless absolutely needed and reply with the fewest words possible.”

These constraints shape how people approach their work. Shifting them can expand what’s possible, making the behaviors you want to see part of the feasible region.

For example, replacing:

• “Keep communication minimal; don't ask unless absolutely needed and reply with the fewest words possible.”

with

• “We are all here to help each other. Make sure to lean on each other’s expertise and experience.”

…creates space for communication and collaboration alongside getting the work done.

Questions to explore with your team

Here are some reflection questions to consider to help uncover your team’s mindset constraints and find ways you can shift how your team approaches work:

• How often are team members recognized for proactively helping others or sharing ideas?
  
• Are there opportunities for people to suggest improvements or take on initiatives beyond their immediate tasks?
  
• When someone reaches out for support or offers collaboration, how is it received?
  
• Are there clear pathways for ideas or improvements to be implemented and acknowledged?
  
• Do team members feel safe and encouraged to share concerns, ask questions, work together, or challenge assumptions?

Your next steps

It is possible to get your team to perform at their potential. You already done the hard part – stopping to reflect on what is happening and how to make it better.

Reflecting on the questions above can help you uncover the mindset constraints shaping what you are seeing and identify changes that make communication, collaboration, and initiative the new norm.

If you’d like guidance and support in identifying your team’s mindset constraints and more importantly, finding practical ways to increase collaboration, communication, and initiative, please reach out. I’d be thrilled to help.