How to Handle Team Members Who Aren’t Team Players

Employees who are not team players can reduce collaboration, damage morale and slow project delivery. Whether you're managing a disengaged employee, addressing challenging workplace behaviours, or trying to improve team performance, the key is understanding the root cause before taking action. In this article, we'll explore practical strategies managers can use to coach employees, improve accountability, strengthen team communication and build a more collaborative workplace culture.

In today’s business environment, teamwork is essential. Whether you’re managing a team or collaborating on a critical project, success hinges on everyone working together. But what happens when certain team members don’t share that ethos?

You may encounter individuals like 'Michael' or 'Jessica,' who seem disconnected from the team vision and aren’t fully engaged in collaborative efforts. This can be frustrating, especially when you’re tasked with driving the performance of a high-priority project.

Let’s explore how to handle team members who aren’t team players and ensure productivity doesn’t take a hit.

1. Why Non-Team Players Can Affect Team Performance

Team members like Michael and Jessica, who don’t fully engage, can have a negative effect on overall performance. Even if they don’t believe in the team concept or are disengaged, it’s their responsibility to contribute to the team’s success. According to the Gallup State of the Global Workplace Report 2025, global employee engagement fell to 21% in 2024, costing the global economy an estimated US$438 billion in lost productivity. This matters because disengaged employees don't just affect their own performance. Gallup estimates that low employee engagement costs the global economy billions each year, highlighting the importance of creating collaborative, accountable teams. As a leader, it’s your role to address the issue swiftly and effectively before it impacts the rest of the group.

2. Understand the Root Cause Before Taking Action

Avoid jumping to conclusions. It’s easy to assume that a disengaged employee is lazy or indifferent, especially if the project is under pressure. But it’s essential to gather the facts. There may be underlying reasons for their behaviour, such as a lack of skills or personal challenges. Don’t write someone off without first seeking to understand their situation.

3. Communicate Expectations Clearly

One of the biggest mistakes managers make is delaying difficult conversations. If you notice that a team member isn’t pulling their weight, it’s crucial to communicate early and openly. Ensure that the team’s goals and the behaviours needed to achieve them are crystal clear. Employees spend around 57% of their time communicating, leaving only 43% for creating and completing work, according to Microsoft Work Trend Index. Effective collaboration is essential, but it can also be fragile. Microsoft research suggests employees already spend more than half their working time communicating. When team members disengage or fail to contribute, the impact is felt across the whole team.

Ask open-ended questions to avoid sounding accusatory. A simple, “Tell me more about your approach to this project,” can open up the conversation and reveal any misunderstandings. If multiple team members seem disengaged, you may need to re-establish the team’s vision and clarify everyone’s roles.

4. Use Coaching to Improve Team Behaviour

If you’ve communicated clearly, provided necessary training, and there’s still no improvement, it’s time for a coaching conversation. A well-structured coaching session can help individuals recognise how their behaviour is perceived and the impact it has on the team. The good news is that managers have significant influence over engagement and performance. Gallup research suggests managers account for up to 70% of the variance in team engagement, making coaching conversations one of the most powerful tools available.

One useful tool is our Social Styles programme, which helps team members understand their communication styles and how to adapt to others. By fostering better communication and understanding, you can help your team work more harmoniously.

5. How to Handle Employees Who Aren't Team Players: A Practical Checklist

To summarise, here’s a step-by-step approach to handling non-team players:

• Base your actions on facts, not assumptions.
• Seek to understand the root of the issue before taking action.
• Communicate the team’s goals and vision clearly.
• Provide necessary training and development to close any skill gaps.
• Use coaching to guide individuals towards better performance.

Many thanks,

Alex, Content Writer

This article was produced by Excel Communications, a leadership and management development consultancy with more than 30 years of experience helping organisations improve team performance, communication and collaboration.