How to Spot the Hidden Signs of Disengagement in Your Team

The holidays are now a distant memory, and for many employees, that means slipping back into well-worn routines and an accompanying decline in motivation. That initial boost of the new year energy can fade fast. As work ramps up and pressure builds, the first signs of emotional disengagement and unhealthy habits can start to show up quickly.

According to employee wellbeing specialist Lesley Cooper, these warning signs often surface quietly but, if left unaddressed, can escalate into long-term performance and wellbeing issues for both individuals and teams.

Lesley Cooper is founder and CEO of WorkingWell, an award-winning consultancy that supports organisations to manage modern workplace pressures in a way that facilitates growth, not stress, and a culture of sustainable high performance. With nearly 3o years’ experience in health and wellbeing, she works with leaders across sectors to help build healthier workplaces.

“People often return to work believing they’re fully recharged, but when day-to-day, often repetitive and demanding realities take over, underlying wellbeing issues are exposed. This is when emotional disengagement can start to creep in,” says Cooper.

“It’s vital that managers recognise the early indicators and act quickly. But individuals also need to be aware of what’s happening in themselves and their colleagues. Sustainable high performance is a shared responsibility,” she adds.

To help organisations spot potential problems early in 2026, Cooper highlights five key warning signs of disengagement at work:

1. Pressure triggering reactive behaviour

When someone is at capacity, even little tasks can start to feel like too much. You might notice them making reactive decisions, being more emotional or negative than usual, or finding it hard to slow down and think things through. This often shows up more in hybrid or remote teams, where people don’t have the everyday conversations that help them sense-check their thinking with others. Helping teams build awareness of how pressure affects them, and how to regulate it, can stop everyday pressures from turning into stress or overwhelm.

2. Shortened tolerance and sharp responses

When someone’s energy is running low, their tolerance for frustration tends to shrink. Replies can become shorter, the humour disappears, and reactions can feel bigger than the situation really calls for. These reactions are rarely about the moment itself. More often, they’re a sign that tiredness has been building up over time. Spotting this early, in ourselves as well as in others, can help avoid unnecessary tension, damage to working relationships, and prevent emotional disengagement from setting in.

3. Pulling back from interaction

Disengagement isn’t always loud. It can show up as someone speaking less in meetings, avoiding the usual office chat, or quietly stepping back from everyday tasks. Most of the time, this is a defence mechanism designed to conserve their energy. A simple, friendly check-in can help them feel supported before that distance becomes a habit.

4. Treating constant activity as effectiveness

Long periods of uninterrupted work are frequently worn as a badge of commitment, yet they undermine performance over time. Concentration, creativity, and judgement all decline without regular recovery. Intentional pauses, particularly those involving movement or a change of environment or type of focus, can help reset attention and sustain output across the day. By deliberately creating small spaces for intentional resets, recovering energy every 90-120 minutes, people give themselves the best opportunity to be at their optimum for most of the day.

5. Sacrificing reset time

Delaying holidays, checking emails while you’re meant to be off, or regularly working late makes it hard to truly switch off. Without real downtime, deliberate emotional detachment where work is left behind, fatigue builds up, and it becomes harder to bounce back and stay energised. Time away from work should be seen as an essential investment in future performance, not as an optional extra.

“When wellbeing suffers, it rarely stays contained at work. Stress can spill into personal relationships, limit social connections, and crowd out the activities that restore the energy needed to power performance at work and elsewhere. Early intervention helps people regain balance before problems escalate,” explains Cooper.

She emphasises that while access to support services and psychologically safe conversations is essential, organisations must also address the root causes of pressure.

“Support should be easy to access, compassionate, and stigma-free. But prevention is just as important. Analysing cultural and organisational drivers of stress, and acting on them with the involvement of the team members themselves, is how businesses create truly healthy workplaces,” Cooper concludes.