Quiet Quitting
Quiet quitting or disconnection can be the result of the erosion of belonging.
Sometimes it can appear in conflict—but it often looks like silence. For example, a staff member stops joining conversations, contributes less in meetings, or avoids shared spaces. Their absence may be subtle, but it signals something deeper: they no longer feel as connected, valued, or included as they once did.
As a leader, noticing these early signs is an act of care. Addressing them with curiosity and empathy communicates, “You still belong here.”
Consider the following:
Lead with Curiosity to Restore Connection. Approach withdrawal with empathy rather than evaluation—private, caring conversations rebuild trust and remind staff that they are valued beyond their performance.
Recognize Disconnection as a Belonging Signal. Disconnection isn’t defiance; it’s a quiet sign that belonging has been disrupted, calling leaders to notice subtle shifts and respond with connection instead of correction.
Reconnect Through Belonging-Focused Leadership. Belonging grows when leaders check in with empathy, affirm worth, create emotional safety, and follow up consistently to show that people truly matter.
Belonging isn’t only built through celebration—it’s also sustained through repair. When we reach out early and intentionally, we remind people that they are seen, supported, and safe to show up as their whole selves.
Below are a few questions to get you thinking about your own interactions:
· How do I know when someone’s sense of belonging might be fading?
· What assumptions do I make when I see withdrawal—how can I replace them with curiosity?
· What systems or habits can help me check in on belonging consistently, not just during conflict?
Belonging thrives when leaders notice the quiet moments that others might miss.
When you address disconnection early—with empathy, not evaluation—you cultivate the trust, safety, and authenticity that make strong teams flourish.
If you’re ready to build a culture where belonging is protected, not presumed, reach out to me at deidre.harris@teamagreements.com and let’s work together.
Through Human-Centered Leadership Coaching, Team Trainings, and Reflective Practice Workshops, I help early childhood leaders strengthen belonging, restore connection, and lead with compassion in every interaction.