How to Spot, Re-engage, or Replace Underperforming Reps in 2025

They’re still logging into Slack. Still on the Monday pipeline calls. Still replying (albeit tersely) to manager check-ins. But something’s off—and it’s not just their performance metrics. They’ve emotionally checked out.

Welcome to the growing epidemic of sales disengagement. In the post-pandemic, hybrid-optional workplace, "quiet quitting" isn’t just a TikTok trend. It's a revenue killer.

Understanding What a Quiet Quitter Really Is

A quiet quitter isn’t a bad hire. Often, they were strong performers—once. They hit quota, brought energy, and maybe even helped onboard others. But now? They’re dialing it in. Activity is down. Passion is gone. Creativity flatlined.

They're doing just enough not to get fired—but nowhere near enough to fuel a high-growth sales org.

This behavior isn’t always malicious or lazy. Sometimes it’s:

• Burnout disguised as boredom
• Disillusionment from unmet expectations
• A leadership breakdown that left them uncoached or unsupported
• Lack of clarity about how their work maps to meaningful goals

Left unaddressed, this kind of disengagement spreads like mold in a damp basement.

Spotting the Signals Before It’s Too Late

The earlier you detect disengagement, the more likely you can reverse it. Here’s what smart managers are watching for:

🔹 Behavioral red flags:

• Missed daily activity metrics (calls, emails, meetings)
• Skipping optional training or team events
• Low energy on internal or external calls
• Turning in reports late or only when asked twice

🔹 Emotional red flags:

• Passive language like “just doing my best” or “we’ll see”
• Defensive posture in 1:1s
• A sudden drop in curiosity or feedback-seeking

🔹 Data red flags:

• Declining opportunity creation quarter-over-quarter
• Low win rates relative to team average
• Inconsistent CRM updates or ghost pipelines

Modern tools like Gong and Atrium can help flag performance anomalies—so you’re not relying on gut instinct alone.

Re-engaging with Purpose: A Manager’s Playbook

Once you’ve identified a quiet quitter, the next step is intentional re-engagement. That means ditching the "rah-rah" speeches and opting for structured, honest conversations.

🔹 1:1 Reset Meetings

• Focus on listening more than talking.
• Ask open questions like: “What’s changed for you in the past few months?” or “What would make your work feel meaningful again?”
• Revisit their initial motivation for joining the company.

🔹 Micro-goals and short-term wins

• Set achievable, motivating benchmarks that reset momentum. Ex: booking 5 net new meetings in a week.

🔹 Clarify the path forward

• Often, reps disengage when they don’t know what success looks like anymore. Re-ground them in expectations—and the rewards that follow.

The key: treat disengagement like a symptom, not the disease. Diagnose the cause, and you might reignite a rep who just needs a new spark.

Knowing When to Move On—With Compassion

Not everyone will re-engage. Some reps are done—they just haven’t admitted it (or don’t want to lose their paycheck). After 30 to 60 days of re-engagement efforts, ask yourself:

• Are they taking feedback and applying it?
• Is their activity trending upward?
• Do they seem mentally and emotionally present again?

If not, it may be time for a parting conversation. Be direct. Be respectful. And make space for them to exit gracefully.

Letting go of a quiet quitter is an act of leadership. It’s a message to the team that culture and performance aren’t optional.

Building a Culture That Prevents Quiet Quitting

The best cure is prevention. And prevention lives in how you lead every day. Consider these tactics:

• Celebrate effort, not just outcomes
• Create forums for reps to speak honestly—without penalty
• Check in weekly, not weakly: Keep 1:1s focused and human
• Invest in coaching, not just tech tools

When reps feel seen, heard, and supported, they don’t drift—they double down.

Final Thought: Quiet Quitting Is a Leadership Signal

If one rep disengages, it’s a personnel issue. If half the team is disengaging? That’s a systemic issue.

Sales leaders must look in the mirror and ask: Are we creating a culture where excellence is sustainable? Where feedback flows freely? Where purpose is part of the pitch?

Quiet quitting isn’t just a talent challenge. It’s a trust challenge. The best teams solve it with empathy, clarity, and yes—accountability.