Episode 440 - "When Your Employee Is Only 20% Here"

disengaged on purpose. I'm talking about the person who shows up physically to work but is mentally and emotionally divided in to pieces. And you've seen it. They're sitting in the meeting, they're at their desk, they're in the shop, but you can tell they're only partially here. Here's the reality. A person might be physically present, but twenty percent of their mind is with their kids at school. Another twenty is thinking about their spouse who's having a rough day

at work. Another twenty is worrying about the bills piling up. Another twenty is focused on that strange noise the car made on the way in, and the last twenty is with a sick parent at home. On paper, they're at one hundred percent attendance, but in reality they've only got a fraction of themselves to give to the job. So the question becomes how effective is this person really? And more importantly, how do you lead them? And here's the

mistake many leaders make. They see someone off and immediately think it's a performance problem. They start looking for errors, keeping score, or even piling on more pressure to snap them out of it. But when you do that, you're not leading. You're pushing someone who's already running on fumes. Instead, here's the leadership playbook. Number one, notice without judgment. Your first job is to actually see your people. Pay attention

to body language, tone of voice, and patterns. If someone who's usually on top of things suddenly seems disconnected, it's a signal. Don't jump to conclusions. Number two, open the door, don't force it, Pull them aside privately and check in. It's as simple as hey, I've noticed you seem distracted the past couple of days. Is everything okay? You don't need all the details you just need them to know

that you care. Number three, give space where you can if the work allows, adjust deadlines, lighten the load, or give them a breather. You can't solve their personal issues, but you can make it easier for them to navigate them without their work life becoming an added stressor Number four, keep them engaged with small wins. When someone's mind is scattered, big complex projects can overwhelm them. Assigned tasks that are achievable and meaningful. Let them leave work with at least

one thing they feel good about completing. Number five. Protect the culture. Other employees will notice when someone's struggling. Your leadership here isn't just about helping the individual. It's about showing the whole team that in this workplace, people matter more than production speed. That builds long term loyalty. And

here's the big leadership takeaway. You can't expect one hundred percent from someone who only has sixty percent to give that day, but you can get the best sixty percent possible if you meet them where they are instead of punishing them for not being where you wish they were. This doesn't mean lowering standards forever. It means recognizing that Leadership is about guiding people through life, not just through their job descriptions. Sometimes the best leadership move is to

be the steady anchor in someone's storm. The truth is, those moments when you show understanding are the ones people remember, and when life settles down, those same people will often give back more than one hundred percent because they'll remember who led them with empathy and respect. So the next time you see someone physically present but mentally elsewhere, don't just think about the work that's getting done. Think about the person who's trying to hold five different pieces of

life together while still showing up. That's where your leadership really counts. This has been the seven Minute Leadership Podcast, and I thank you for listening.