20% of my employees are languishing, what do I do?

Studies show 20% of employees are languishing in Australia

Many employers recognise the importance of creating a healthy, thriving workplace culture – one that ensures staff wellbeing, boosts morale, enhances productivity, and ultimately drives business success. But turning that vision into reality isn’t always easy, especially when members of your team are Languishing. In this blog we will explore what Languishing is, how to spot signs of Languishing, the impacts of Languishing in the workplace, and how to get your team back on track, ultimately leading to employees feeling better and more successful businesses.

What is languishing anyway?

Languishing is that in-between state where you’re not deeply struggling, but you’re not thriving either. It’s a sense of stagnation, a feeling of being “meh” about life. You’re not depressed, but you’re also not functioning at your best. You feel unmotivated, disconnected, and maybe even a little joyless.

Professor of Sociology Corey Keyes describes it as the absence of wellbeing. It’s like running on autopilot, getting through the day but without real engagement or excitement. Left unchecked, Languishing can lead to burnout or even more serious mental health challenges like depression.

Languishing is common, affecting 1 in 5 people (20%), making it crucial to recognise the signs and take action. Those who Languish often struggle with work engagement and face a higher risk of burnout. This highlights the importance of workplaces paying close attention and addressing Languishing before it impacts wellbeing and productivity.

Spotting the signs of languishing

Languishing can show up differently for different people, which can make spotting it tricky. Languishing subtly impacts decisions, behaviours, and emotions.You might notice people doing only what’s necessary or even the bare minimum —not slacking but not going the extra mile, either. They may seem disconnected, declining invitations to things they once enjoyed or seeming disengaged and lacking the usual pep in their step. It’s those subtle cues that, as employers, we need to keep an eye on to ensure everyone’s cruising comfortably down the highway of job satisfaction.

So, what’s it like managing teams when one in five of them is Languishing? Truthfully, it can be tricky as the signs are not always obvious. But the impacts on your business of 20% of your team members feeling a sense of stagnation or emptiness are very real.

Top 3 impacts of languishing & how to spot it

1. Productivity declines: When people are Languishing, they experience a general lack of motivation and enthusiasm, a dip in their ability to focus, and a sense of apathy. When motivation dips, it’s like trying to hear a single voice in a noisy room—performance blends into the background rather than standing out. These shifts might go unnoticed until the ripple effects on team targets and deadlines become clear. Watch closely and observe team dynamics. Are they shifting in subtle ways? Have usually bright and engaged employees gone quiet? Are deadlines slipping, efficiency dropping, or certain team members carrying more of the load while others lag behind?

2. Morale dips: Mood is contagious. You get what you give out. A group stuck in neutral can bring others down, affecting morale and collaboration. You want a workplace that buzzes with energy, not one that’s caught in a perpetual holding pattern.

3. Turnover rises and mental health claims: Languishing is a risk factor for developing future mental illness as well as causing suffering in the now. If unaddressed, Languishing can lead to more acute symptoms of mental illness that can give rise to more mental health absenteeism. This can affect the whole team and put strain on others.

 How to tackle languishing and get teams back on track

Here are some things that can help you move in the right direction as opposed to stagnating.

Talk openly:  Foster an environment where employees feel safe discussing their feelings and challenges. Encourage regular check-ins and actively listen to their concerns. Let your team know it’s okay to talk about how they’re feeling. Use these moments to listen genuinely and provide support when necessary. Think of fun ways to get a sense of the team’s mood. A weather map with weather icons to assess vibe, thermometers or tank gauges can really help people to feel like they can voice how they are feeling.

Support work-life balance: Encourage a healthy work-life balance by promoting flexible working arrangements, respecting boundaries, and discouraging overtime. Offering flexible hours and remote work options to give everyone a chance to find their balance and recharge as needed.

Growth pathways: Set clear goals to help employees have meaningful and achievable goals that give them a sense of purpose and direction. Show opportunities for professional development.  Allow your teams to take on new challenges or roles that spark their interests and keep them engaged.

Promote skill development: Provide opportunities for professional growth through training, mentorship programs, and workshops. This can inspire motivation and personal development.

Role model healthy behaviour: Lead by example by prioritising wellbeing, demonstrating healthy work habits, and showing empathy and understanding.

Social prescribing: ‘All work and no play makes Jack a dull boy.’ Regular breaks and time for relaxation can recharge employees and improve productivity. Whether it’s virtual coffee breaks or in-person events, the goal is connection, without the stress. Encourage taking time off to disconnect and rejuvenate and celebrate how team members use their downtime.

Provide mental health support: Make mental health resources accessible, such as counselling services or employee assistance programs, and encourage their use.

Wellbeing is a life skill: There are evidence-based interventions and strategies that make a huge difference and circuit break low wellbeing and Languishing.  Be Well Co developed a guide for Beyond Blue ‘what works for wellbeing’, which spotlights more than 20 interventions that have strong evidence for improving a person’s mental wellbeing. Download our one pager for wellbeing interventions here.

The path to a healthy workplace

Dealing with Languishing employees can be a real tightrope walk but remember: the path to a healthy workplace is as much about creating a supportive culture as it is about meeting deadlines and goals. By understanding and addressing well-being challenges head-on, you’re not just helping your team—you’re crafting an environment where everyone, including yourself, can truly thrive.