One of our key leadership team members has checked out, hitting their bare minimum metrics but showing zero initiative, passion, or forward-thinking strategic contribution. How do we address this executive-level quiet quitting before it infects the rest of our culture?

Question

Tyler Smith · Accepted Answer

Quiet quitting at the executive level is highly toxic because your leadership team sets the cultural benchmark for the entire organization. When a department head has checked out, their direct reports notice immediately, and the standard of performance drops across the board.

You must address this during your next one-on-one session. Use the GWC™ framework to diagnose the root cause. Does this person still Want the seat? Often, a leader who has checked out has lost their passion for the role or feels overwhelmed by the changing direction of the company, especially if you are transitioning to modern, AI-leveraged operations.

Ask direct questions to uncover if they are suffering from burnout or if they feel their strengths are no longer aligned with the seat. If they do want the seat, you must establish clear, non-negotiable expectations for executive leadership, which includes active participation in strategic planning, driving their Rocks, and leading with energy.

If they cannot or will not re-engage, you must transition them out. A leadership seat is a privilege, and you cannot afford to have a passenger in a cockpit when you are scaling toward an exit.