Every leader’s faced it:
Someone who used to light up the team slowly becomes the one dragging it down.
They used to bring energy, solve problems, go the extra mile. Now? They show up late, gossip more than they contribute, and coast through their work like it’s owed to them.
They were once a culture-add. Now they’re a culture-drain.
And here’s the hard part:
They may still be performing…
They may still be loyal…
They may even be someone you like.
But if they’re hurting the standard, you can’t ignore it.
MVP: How to Handle the Shift Without Losing the Team
1. Spot the Signs Early
Most culture-drains don’t switch overnight. It’s a slow slide. You’ll notice things like:
Less ownership, more blame
Side comments that go against the mission
Showing up physically, but not emotionally or mentally
Good-enough attitude replacing excellence
If you’re honest, you already feel it before it’s obvious. Don’t ignore that gut check.
2. Call It Out, Not Them Out
The goal isn’t to shame or accuse—it’s to reset alignment.
Sit down and say something like:“You’ve always been someone this team could count on. Lately, your energy’s been off—and I need to know where your head’s at.”
Then ask:
“Do you still believe in where we’re going?”
“What’s changed for you?”
“What do you need to get back to the level you were leading at before?”
This gives them space to self-correct without putting them on defense.
3. Give a Clear Window for a Comeback
This isn’t about threats—it’s about clarity.
Let them know what getting back on track looks like. Be specific:
Show up on time, every time
Hit X target by Y date
Contribute to the team without complaining
No more “that’s not my job” behavior
And then say it plainly:
“I believe in you. But this version of you isn’t helping the team. Let’s fix it—fast.”
4. If They Don’t Fix It—Let Them Go
Performance doesn’t outweigh culture. Ever.
If they don’t make the shift, they go. Not because they’re bad. Not because you don’t like them.
But because they no longer support the standards that got you here.
Letting someone stay who’s pulling the team down is the fastest way to lose your culture, your momentum, and eventually—your performers.
Protect the Standard
Great culture is built through alignment, accountability, and action.
If someone helped build your culture, that doesn’t mean they have the right to burn it down later.
Your job isn’t to hold onto who people used to be.
It’s to lead based on who they are right now.
Action Step
Look around your team this week and ask yourself:
Who used to lift the culture but now quietly chips away at it?
Have I been avoiding the conversation?
What needs to happen this week to reset or remove?
Protect the culture. Protect the mission.
P.S. Want a free cultural analysis? Reply to this with "Team", and we'll send you a link that will tell you exactly what type of culture you have and what the pros and cons of it are. It'll take about 15 minutes to complete.
Do the little things,
Cody
