Disengaged at Work: Reasons and Solutions

The Core Values Index™ (CVI) offers a powerful way to understand what truly motivates people at their core. Each person operates with a particular ratio of four core value energies: Builder (Power), Merchant (Love), Innovator (Wisdom), or Banker (Knowledge). These emotional energies don't describe learned skills or temporary preferences, but a person's innate, preferred way of engaging with the world.

When workplace conditions clash with someone's dominant core value energy, it leads to disengagement—the gradual withdrawal of effort, enthusiasm, and emotional presence.

What follows are workplace scenarios illustrating how this occurs for each core values type, along with practical solutions to reengage each one based on their core motivations.

1. Builder (Power): Disengagement Through Bureaucracy and Inaction

Builder's Motivation:

Builders thrive on action, autonomy, and results. They feel energized by being in control of outcomes, getting things done, and being able to take decisive action.

Scenario:

Lisa, a department head with a Builder profile, thrives on moving fast and making things happen. But her organization implemented a new protocol requiring multiple layers of approvals for even simple changes. Lisa now spends more time waiting than doing. Projects slow to a crawl. Her natural energy and decisiveness are stifled. She begins to withdraw and only does what's required. Her presence dims, and her pride in her work fades.

Why it happens:

Builders disengage when their ability to make real-time decisions is removed. Too much red tape makes them feel ineffective and unnecessary.

Solution:

To reengage a Builder, reinstate clear ownership and decision-making authority. Allow them to lead specific initiatives with minimal oversight. Clarify desired outcomes, then let them determine the how. Even if approvals are required, streamline the process or allow exceptions for urgent matters under their discretion. Provide challenges with visible impact, and recognize their efforts publicly.

2. Merchant (Love): Disengagement Through Emotional Disconnection

Merchant's Motivation:

Merchants are driven by connection, harmony, and inspiration. They thrive in collaborative, emotionally resonant environments.

Scenario:

David, a team leader with a primary Merchant CVI profile, previously energized his team through emotional intelligence and encouragement. But his company shifted focus toward aggressive metrics and internal competition. Relationships frayed, communication became transactional, and people stopped collaborating. David, once the cultural heartbeat of the team, now avoids interactions. His spark faded, and so did his engagement.

Why it happens:

Merchants disengage when relationships become strained, undervalued or irrelevant. Emotional tension and especially isolation makes them feel hollow and underutilized.

Solution:

To reignite a Merchant's engagement, foster relational trust, connection, and emotional safety. Reinforce a culture of appreciation, open dialogue, and shared purpose. Invite them to mentor others or lead team initiatives. Include them in visioning sessions or strategy planning—they love discussing the future. Recognition and shared celebration of wins will also recharge their drive.

3. Innovator (Wisdom): Disengagement Through Monotony and Unchallenging Work

Innovator's Motivation:

Innovators want to solve problems, improve systems, and generate smart solutions. They are energized by complexity, variety, and challenge.

Scenario:

Claire, an Innovator, joined a healthcare tech firm to optimize its systems. At first, she was fully engaged with problem-solving and new project development. But a management shift deprioritized innovation and put a stop to new initiatives. Claire is now responsible for maintaining existing systems, producing status reports, and executing predetermined tasks. There's no challenge left. Her enthusiasm disappears, and with it, her sense of purpose.

Why it happens:

Innovators disengage when work becomes repetitive or lacks intellectual stimulation. Without meaningful and valued problems to solve, they lose interest fast.

Solution:

To reengage an Innovator, introduce strategic challenges and permission to innovate. Ask for their input on inefficiencies. Assign them to a cross-functional task force or invite them to redesign a process. Even small problem-solving opportunities, like troubleshooting a workflow, can reignite their curiosity. Provide freedom to explore new ideas and access to collaborative, idea-rich environments.

4. Banker (Knowledge): Disengagement Through Chaos and Lack of Structure

Banker's Motivation:

Bankers crave accuracy, structure, and thorough, well-researched knowledge. They are at their best when managing data, systems, and reliable information.

Scenario:

Marcus, a Banker in a startup, is deeply uncomfortable. His new job lacks consistent policies. Projects shift without warning, roles are unclear, and decisions are made without data or apparent logic. He struggles to find stable ground. Feeling overwhelmed and ineffective, he begins mentally checking out. Tasks are done with little conviction. He's physically present, but unenthused and becoming increasingly ineffective.

Why it happens:

Bankers disengage in chaotic, unstructured environments. Unclear expectations and constant change make them feel insecure and ineffective.

Solution:

Reengage a Banker by providing clarity, predictability, and control over their work environment. Create clear documentation, standardize processes, and give them a defined area of responsibility. Let them build and maintain systems that support long-term stability. Acknowledge their need for detailed planning and offer them the lead on policies or documentation efforts. They'll come alive when asked to protect and perfect systems.

5. Well-Balanced Profile: Disengagement Through Role Ambiguity and Identity Diffusion

Motivation:

People with balanced CVI profiles have relatively equal energy from all four core value sets. These individuals can shift between Builder, Merchant, Innovator, and Banker strategies fluidly, but they still need clarity and purpose.

Scenario:

Tina has a nearly even CVI profile across all four core value energies. Her versatility has made her invaluable across departments. She often fills gaps, takes on overflow work, and adapts quickly to new roles. But over time, her work becomes fragmented. Leadership relies on her as a utility player, but she no longer knows where she fits or how her work connects to a larger purpose. Her engagement fades into quiet frustration.

Why it happens:

Balanced individuals may suffer from role ambiguity, often being overextended or pulled in too many directions. Without a clear sense of identity or contribution, they begin to feel invisible or undervalued.

Solution:

Help Tina define a clear role that leverages her adaptability as a strength but also provides a primary anchor for her contribution. Identify her most energizing tasks and prioritize them in her workload. Give her a formal leadership, coordination, or strategy role where her breadth is acknowledged and rewarded. Most importantly, offer her consistent feedback and recognition so she can see the tangible value of her wide-ranging efforts.

Alignment Over Perks

Engagement isn't about offering more snacks, bonuses, or perks, it's about alignment. It's about ensuring that the work people do every day honors who they are at their core.

Whether someone is a profound Builder, Merchant, Innovator, or Banker, or a well-rounded contributor, the key to reengagement lies in recognizing what they naturally bring to the table, then creating the conditions that let them offer it fully.

When you support someone's CVI profile, you don't just reignite their interest in the work. You invite them to bring their best self to it. And in doing so, you create the kind of culture where everyone contributes at their highest and best level.

Core Values Index(™) and CVI(™) are trademarks of Taylor Protocols, Inc.