How To Manage Coasting Employees

Coasting, or quiet quitting as it's popularly known, doesn’t just occur in the workplace. It occurs in schools, social clubs, and even our homes. A coasting employee is a person who puts in minimal effort, doing just enough not to get fired but far below what most employers like to see from their workers. They will never take the initiative or step up to help if something isn’t their job. 

They’re unmotivated and usually disinterested in challenges or promotions. They’re on easy street, and that’s precisely where they want to be. A recent survey from 2022 found that an astonishing 39% of questioned employees deemed themselves to be coasting. Clearly, it’s not a small problem.

Most employees don’t start out as coasters; often, they begin a job well-motivated and ambitious, but various factors can torpedo their good habits. One of the most common is burnout. When employees are shattered from a particularly intense work period or over several years, exhaustion and disillusionment can easily set in. 

Coasting might also be down to a need for more challenges. If the work is too easy or monotonous, there’s little incentive to push harder, and as soon as ingrained boredom sets in, it can be tough to recover. 

A lack of recognition or reward can lead employees to think, “Why bother?” and take a backseat. Poor management or a toxic work culture can also foster a more insular work ethic that sees employees withdraw inward, doing only what they ‘need’ to do and then clocking off. Lastly, and one of the most serious, is complacency. When employees have been with a company for a long time, without options for growth or progression, they simply stagnate.

What causes employees to coast?

Most employees don’t start out as coasters; often, they begin a job well-motivated and ambitious, but various factors can torpedo their good habits. One of the most common is burnout. When employees are shattered from a particularly intense work period or over several years, exhaustion and disillusionment can easily set in. 

Coasting might also be down to a need for more challenges. If the work is too easy or monotonous, there’s little incentive to push harder, and as soon as ingrained boredom sets in, it can be tough to recover. 

A lack of recognition or reward can lead employees to think, “Why bother?” and take a backseat. Poor management or a toxic work culture can also foster a more insular work ethic that sees employees withdraw inward, doing only what they ‘need’ to do and then clocking off. Lastly, and one of the most serious, is complacency. When employees have been with a company for a long time, without options for growth or progression, they simply stagnate.

Of all the misdemeanors employees might pull, coasting might not seem serious, especially compared with theft or bullying. However, while the effects might not be immediately apparent, leaving coasters to their own devices can lead to problems. When employees only do the bare minimum, they’re not contributing to the company’s growth, and they’re certainly not innovating or pushing boundaries.

Coasting can damage morale. When people look around and see other employees slumped in a chair doing the bare minimum, it can easily lead to resentment or even others taking their lead and sitting back and taking it easy, too. Coasting screams mediocrity, and if a company becomes known for it or known to tolerate it, it doesn’t exactly paint a favorable picture.

Yet, perhaps the most damaging is a missed opportunity. What is a company missing by having employees who don’t take initiative or strive for success? What great ideas slip through the net simply because employees are bored and only interested in keeping one eye on the clock? 

Identifying coasting employees can be tricky because, on the surface, they’re doing their jobs. However, if you look closely, there are telltale signs that someone is coasting. Here’s what to watch out for:

• Minimal Initiative: They rarely volunteer for new projects or take on additional responsibilities.
• Lack of Enthusiasm: Their engagement in meetings or discussions is low; they might seem bored or disinterested.
• Routine Output: They deliver consistent but uninspired work, never going above and beyond.
• Avoidance of Challenges: They shy away from tasks that require extra effort or creativity.
• Increased Absenteeism: Frequent sick days or arriving late/leaving early could indicate disengagement.
• Reduced Communication: They communicate less frequently with their team and often seem isolated.
• Declining Performance: Their work quality remains stable but never improves, even with feedback.
• Resistance to Change: They resist new initiatives or changes in the workplace, preferring the status quo.

Tackling a coasting employee takes a lot of work. If they’re not doing anything wrong or against company policy, it’s difficult to pull them up on simply “not doing enough,” but here are a few pointers:

1. Reengage through clear expectations and goals

Start by taking a step back. Employees sometimes need to be reengaged with clear expectations, goals, and objectives. Make it clear what success looks like and ultimately hold them accountable for it. They might come storming back if you can reignite and redirect their drive.

2. Provide opportunities for growth and development

People want to feel like they have somewhere to go in their job. Even if they don’t want a particular job or position, they must know there are options for them. Offering opportunities for professional development, whether through training, new responsibilities, or even a lateral move, can help reengage them. 

3. Offer recognition and rewards

Recognition goes a long way. Acknowledge their small contributions and make it clear that their efforts are valued. Introduce reward systems that incentivize going above and beyond. When employees feel appreciated, they’re more likely to put in the effort.

4. Foster a positive workplace culture

A toxic work environment is terrible for everybody. Focus on building a positive, inclusive, and supportive workplace culture where employees feel safe to express themselves and take risks. Encourage collaboration and open communication to break down silos and create a more engaged team. Employee engagement is key in all of this. 

5. Conduct regular check-ins and provide constructive feedback

Frequent, one-on-one check-ins can help you stay connected with your employees and catch signs of coasting early. Use these sessions to provide constructive feedback, discuss any concerns they might have, and identify any barriers to their productivity. It’s also an opportunity to gauge their job satisfaction and realign their goals with the company’s vision.

6. Address underlying issues directly

If you suspect that burnout, personal issues, or a lack of motivation are causing an employee to coast, address these issues directly. Open up a dialogue and offer support where possible. Sometimes, an employee just needs to feel heard, and you might be able to help them overcome the challenges they’re facing.

7. Implement Performance Improvement Plans (PIPs)

In cases where coasting has led to a significant decline in performance, it may be necessary to implement a Performance Improvement Plan (PIP). This formal approach outlines specific areas of improvement, sets timelines, and provides resources to help the employee get back on track. It’s a clear signal that coasting is unacceptable but offers a path to redemption.