Key Takeaways
- Dormant employees contribute to reduced productivity, disengagement, and hidden financial costs that hinder organizational growth.
- Recognizing the signs and causes of dormancy enables HR and leaders to take proactive measures to re-engage employees.
- Technology-driven tools and strategic HR initiatives can help reduce employee dormancy and improve long-term business performance.
In today’s highly competitive business environment, organizations are constantly striving to maximize productivity, retain top talent, and maintain a motivated workforce. Yet, one of the most overlooked challenges faced by employers is the presence of dormant employees. These are individuals who may still be physically present in the workplace but are no longer fully engaged, motivated, or contributing to their highest potential. Unlike employees who are actively disengaged and openly dissatisfied, dormant employees often slip under the radar, quietly impacting the overall efficiency, morale, and performance of the business without drawing immediate attention.
The concept of dormant employees is gaining recognition as companies realize that workforce performance is not only measured by numbers but also by energy, creativity, and participation. When employees become dormant, they essentially operate on autopilot — doing just enough to fulfill their basic responsibilities without going beyond what is required. This subtle disengagement can have far-reaching implications, particularly in areas such as team collaboration, innovation, and customer satisfaction. If left unaddressed, the presence of dormant employees can gradually erode workplace culture and hinder an organization’s ability to stay competitive in its industry.
The reasons behind employee dormancy are complex and multifaceted. Some employees may lose motivation due to a lack of recognition or limited career growth opportunities, while others may feel disconnected from the company’s mission or suffer from burnout caused by prolonged stress. Regardless of the root cause, the outcome remains the same: diminished performance and untapped potential within the workforce. For business leaders, HR professionals, and team managers, understanding what leads to employee dormancy is the first step toward designing effective strategies to re-engage and revitalize these individuals.
Beyond the human factor, dormant employees also have a tangible impact on a company’s bottom line. A workforce that is not fully engaged can result in reduced productivity, increased operational costs, and lost opportunities for growth. In many cases, the cost of dormancy extends beyond financial measures, as it affects workplace morale, slows innovation, and even weakens client relationships. For this reason, addressing the issue of dormant employees is not just a matter of improving HR practices, but a critical business strategy that directly influences long-term organizational success.
This blog explores in detail who dormant employees are, the signs and causes behind their disengagement, and how their presence affects business performance. It also outlines proven strategies that organizations can adopt to identify, manage, and re-engage dormant employees effectively. By shedding light on this often-overlooked workplace challenge, companies can take proactive measures to unlock hidden potential, strengthen employee commitment, and foster a more dynamic and resilient workforce.
Before we venture further into this article, we would like to share who we are and what we do.
About 9cv9
9cv9 is a business tech startup based in Singapore and Asia, with a strong presence all over the world.
With over nine years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of What Are Dormant Employees and How Do They Impact Business Performance.
If your company needs recruitment and headhunting services to hire top-quality employees, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Find out more here, or send over an email to hello@9cv9.com.
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What Are Dormant Employees and How Do They Impact Business Performance?
- Understanding Dormant Employees
- Signs and Characteristics of Dormant Employees
- Causes Behind Employee Dormancy
- How Dormant Employees Affect Business Performance
- The Hidden Cost of Dormant Employees
- Strategies to Re-Engage Dormant Employees
- Role of HR and Leadership in Preventing Employee Dormancy
- Future Outlook – Can Technology Help Reduce Dormant Employees?
1. Understanding Dormant Employees
To fully grasp the implications of dormant employees on business performance, it is essential to explore who they are, how they differ from other types of disengaged workers, and why this issue is becoming increasingly relevant in modern organizations. This section breaks down the definition, characteristics, misconceptions, and real-world examples that highlight the importance of identifying and addressing employee dormancy early.
Definition of Dormant Employees
- Dormant employees are individuals who remain employed within an organization but demonstrate minimal engagement, motivation, or proactive contribution.
- Unlike actively disengaged employees who voice dissatisfaction or display disruptive behavior, dormant employees often operate silently, meeting only the minimum expectations of their roles.
- They are sometimes described as “checked out,” as they perform routine tasks but fail to innovate, collaborate effectively, or add strategic value.
Difference Between Dormant and Disengaged Employees
Although the two terms are often used interchangeably, dormant employees and disengaged employees are not the same. Understanding this distinction helps organizations implement more precise intervention strategies.
Comparison Table: Dormant vs. Disengaged Employees
| Aspect | Dormant Employees | Disengaged Employees |
|---|---|---|
| Engagement Level | Low but passive; they meet minimum requirements | Low and often active; they may resist tasks or challenge authority |
| Visibility of Behavior | Subtle; harder to detect | Obvious; often visible through complaints or conflicts |
| Impact on Team | Quietly reduces morale and collaboration | Directly disrupts workflows and team dynamics |
| Typical Causes | Lack of growth, monotony, misalignment with skills | Dissatisfaction with leadership, poor culture, unresolved conflicts |
| Risk to Organization | Long-term decline in productivity and innovation | Immediate cultural and performance disruptions |
Common Misconceptions About Dormant Employees
- Misconception 1: Dormant employees are lazy. In many cases, these employees are not inherently lazy but have become disengaged due to a lack of stimulation or misalignment between their skills and job role.
- Misconception 2: Dormant employees will eventually leave the company. Some remain for years, leading to a prolonged hidden cost for the organization.
- Misconception 3: Dormant employees do not affect business performance significantly. Even a few dormant employees can reduce team efficiency, lower morale, and indirectly increase turnover rates.
Why the Concept is Becoming More Relevant
Several modern workplace dynamics have increased the visibility of dormant employees:
- Remote and Hybrid Work: Many employees working remotely may appear busy but could be disengaged without strong supervision or engagement strategies.
- Generational Workforce Shifts: Younger employees, especially Millennials and Gen Z, seek purpose-driven roles. Without this alignment, they can quickly become dormant.
- Economic Pressures: During uncertain times, employees may retain their jobs but lose motivation, avoiding risks or innovation to maintain security.
Real-World Example
A mid-sized IT services firm noticed declining performance despite no increase in employee turnover. After an internal review, management discovered that nearly 15% of the workforce had become dormant—fulfilling basic job requirements but showing no initiative toward new projects or creative solutions. By introducing targeted training programs, career growth pathways, and recognition initiatives, the company reactivated this dormant segment, leading to a 20% improvement in project efficiency within six months.
Dormant Employee Matrix
Organizations can use a matrix to identify where their workforce stands on the spectrum of activity and engagement.
Dormant Employee Identification Matrix
| Engagement Level | High Activity | Low Activity |
|---|---|---|
| High Engagement | Star Performers – proactive, innovative | Underutilized Talent – engaged but lacking challenging tasks |
| Low Engagement | Dormant Employees – do just enough, uninspired | Disengaged Employees – openly dissatisfied, disruptive |
This matrix allows HR leaders to differentiate between employees who are simply underutilized and those who are truly dormant or disengaged, enabling more effective interventions.
Dormant employees represent a silent challenge that many organizations overlook. By clearly defining who they are, differentiating them from disengaged employees, and addressing common misconceptions, businesses can better prepare to identify early warning signs and take corrective action. Real-world examples and analytical tools like matrices make it easier for managers and HR professionals to recognize dormancy, ensuring that valuable talent is not wasted and business performance is not undermined.
2. Signs and Characteristics of Dormant Employees
Identifying dormant employees is a critical step for organizations that aim to maximize productivity and maintain a high-performance culture. Unlike disengaged employees who may outwardly display dissatisfaction, dormant employees often blend into the workplace, fulfilling only basic expectations while failing to contribute beyond their minimum responsibilities. Recognizing the early signs of dormancy allows employers to take corrective measures before the problem negatively impacts team dynamics and organizational performance.
1. Decline in Productivity and Output
- Dormant employees often demonstrate a noticeable decline in their overall productivity.
- Their work output may meet minimum standards but lacks quality, innovation, or efficiency.
- They tend to avoid taking ownership of additional responsibilities or projects.
Example: In a sales department, a once high-performing sales executive may continue to meet only baseline targets without attempting to upsell or seek new client opportunities.
2. Lack of Participation in Team Collaboration
- Dormant employees frequently remain passive during group meetings, brainstorming sessions, or collaborative projects.
- They rarely contribute new ideas or insights, often waiting for others to drive discussions and decisions.
- This passivity creates an imbalance in team dynamics and places additional pressure on active employees.
Example: In a product design team, a dormant employee may attend project meetings but refrain from suggesting design improvements or challenging outdated ideas, slowing down the innovation process.
3. Minimal Motivation and Initiative
- A hallmark of dormant employees is their lack of initiative.
- They rarely volunteer for new assignments or express interest in learning new skills.
- Their career aspirations often appear stagnant, and they may reject opportunities for advancement.
Example: A customer service representative who previously took the lead in handling complex client issues may now restrict themselves to routine inquiries, leaving challenging tasks to others.
4. Missed Deadlines or Reduced Reliability
- Dormant employees may begin to miss deadlines more frequently or submit work that requires extensive revision.
- Their reliability diminishes over time, causing delays and inefficiencies across projects.
- While they may not openly resist tasks, their performance contributes to bottlenecks in workflows.
Example: In an IT support department, a dormant employee may repeatedly delay software updates, causing disruptions that affect the company’s daily operations.
5. Absenteeism and Low Engagement in Virtual Work
- In hybrid and remote work environments, dormant employees often become less visible.
- They may avoid video calls, keep their microphones muted during discussions, or respond minimally in chat channels.
- Their digital footprint reflects a lack of interest and engagement.
Example: In a remote marketing team, a dormant employee may log into virtual meetings but provide only one-word responses, showing little enthusiasm for team discussions or creative input.
6. Emotional Detachment and Indifference
- Dormant employees often display a lack of emotional investment in their work.
- They may seem indifferent to successes or failures, demonstrating minimal enthusiasm or disappointment.
- This detachment can spread silently, lowering morale among other employees.
Example: During a product launch celebration, a dormant employee may appear disengaged, offering no acknowledgment or excitement despite being part of the team effort.
Dormant Employee Signs Matrix
Organizations can use the following matrix to assess the severity of dormancy based on two key factors: activity level and engagement level.
| Activity Level | High Engagement | Low Engagement |
|---|---|---|
| High Activity | Proactive Performers – drive results and innovation | Overworked but Disconnected – active yet emotionally detached |
| Low Activity | Underutilized Potential – engaged but not challenged | Dormant Employees – passive, unmotivated, minimal contribution |
This framework helps managers differentiate between employees who lack opportunities versus those who are truly dormant.
Warning Signs Comparison Chart
| Warning Sign | Dormant Employees | Engaged Employees |
|---|---|---|
| Work Quality | Meets minimum expectations, lacks innovation | Consistently high, often exceeds expectations |
| Participation in Meetings | Passive, avoids sharing ideas | Active, contributes proactively |
| Initiative | Rarely volunteers for new tasks | Eager to take on challenges and responsibilities |
| Emotional Investment | Indifferent, detached from outcomes | Passionate and visibly invested |
| Learning and Growth | Shows little interest in development | Seeks training and career advancement |
7. Long-Term Patterns of Stagnation
- Dormancy is often revealed in long-term patterns rather than short-term behavior.
- An employee who consistently avoids growth opportunities and improvement initiatives is likely dormant.
- These patterns may go unnoticed if organizations focus only on surface-level performance metrics.
Example: Over several years, an employee in the finance department consistently performs daily reconciliations but never shows initiative to learn about strategic financial planning, leaving their growth potential untapped.
Dormant employees are not always easy to identify, as their behavior often blends into the background of daily operations. However, by observing signs such as declining productivity, lack of collaboration, minimal initiative, absenteeism in virtual environments, and emotional detachment, organizations can uncover hidden performance risks. Using tools such as matrices and comparison charts, HR professionals and managers can differentiate between temporary dips in motivation and true employee dormancy, enabling timely interventions that prevent long-term damage to organizational performance.
3. Causes Behind Employee Dormancy
Dormancy in employees rarely occurs overnight. It is usually the result of accumulated factors that reduce motivation, engagement, and performance. By identifying the root causes of employee dormancy, organizations can design targeted strategies to re-engage their workforce and prevent further decline in productivity. Below are the key causes behind employee dormancy, supported by real-world examples, data-driven frameworks, and analytical tools.
1. Poor Leadership and Lack of Direction
- Employees often become dormant when leadership fails to provide a clear vision or consistent guidance.
- Uninspiring managers, inconsistent communication, and lack of transparency create an environment where employees lose motivation to contribute beyond the minimum.
- Micromanagement can also discourage initiative and creativity.
Example: In a retail chain, frontline staff experienced high dormancy rates due to poor managerial communication. Employees were unsure of sales targets and lacked feedback, leading to minimal motivation to engage with customers proactively.
2. Absence of Career Growth and Learning Opportunities
- Employees who do not see a clear career path within the organization may lose interest in developing their skills.
- Limited access to training programs or mentorship opportunities leads to professional stagnation.
- Ambitious employees often become dormant when their talents are underutilized.
Example: A software developer in a mid-sized company repeatedly asked for advanced training opportunities. When requests were denied, the employee stopped showing initiative in coding projects and limited contributions to basic tasks.
3. Burnout and Mental Health Challenges
- Overwork, stress, and lack of work-life balance can gradually lead to burnout, causing employees to disengage from their roles.
- Mental health issues such as anxiety and depression, if left unsupported, can also push employees into dormancy.
- Organizations that ignore employee well-being inadvertently risk higher dormancy rates.
Example: In a consulting firm, employees working 60-hour weeks began showing signs of exhaustion. Despite meeting deadlines, many became dormant, avoiding collaboration and limiting contributions to bare essentials.
4. Limited Recognition and Appreciation
- Employees who feel undervalued often withdraw their discretionary effort.
- Lack of acknowledgment for hard work and achievements reduces motivation.
- Recognition is directly tied to morale, and its absence fuels dormancy.
Example: A marketing specialist consistently produced successful campaigns but received little acknowledgment from leadership. Over time, they reduced their creative input and only focused on meeting minimal requirements.
5. Mismatch Between Employee Skills and Assigned Tasks
- When employees are assigned tasks that do not align with their strengths, they quickly lose enthusiasm.
- Overqualified employees may feel unchallenged, while underqualified employees may feel overwhelmed. Both situations can cause dormancy.
Example: An MBA graduate working in an administrative support role felt underutilized and became dormant, avoiding opportunities to contribute strategic insights.
6. Workplace Conflicts or Toxic Culture
- Conflict with colleagues or supervisors often leads employees to withdraw from active participation.
- A toxic workplace environment, characterized by favoritism, politics, or discrimination, accelerates dormancy.
- Employees disengage as a form of self-protection in unhealthy cultures.
Example: In a logistics company, favoritism in promotions created resentment among employees. Many stopped putting forth their best efforts, becoming dormant while waiting for fair opportunities.
7. Lack of Alignment with Organizational Mission
- Employees thrive when they feel connected to the purpose of the organization.
- If individuals fail to see the relevance of their work to the larger mission, they lose motivation to contribute meaningfully.
- Dormancy occurs when employees view their role as transactional rather than impactful.
Example: A healthcare administrator who once felt passionate about supporting patient care became dormant after organizational priorities shifted toward cost-cutting measures, leaving them disconnected from their original mission.
Dormancy Causes Framework
Organizations can categorize the causes of employee dormancy into three primary dimensions: leadership, personal development, and workplace environment.
| Dimension | Key Causes | Example Impact Scenario |
|---|---|---|
| Leadership | Poor direction, micromanagement, lack of recognition | Employees avoid extra responsibilities |
| Personal Development | Limited career growth, skill mismatch, lack of training | Talented employees stagnate and disengage |
| Workplace Environment | Burnout, toxic culture, misaligned values | High absenteeism and low morale |
Cause-Impact Matrix
| Cause of Dormancy | Short-Term Impact | Long-Term Impact |
|---|---|---|
| Poor Leadership | Reduced initiative, confusion in tasks | Long-term decline in trust and productivity |
| Lack of Career Growth | Stagnation, disinterest in training | Higher turnover and wasted talent |
| Burnout and Stress | Decline in quality of work, absenteeism | Chronic disengagement and potential resignations |
| Lack of Recognition | Drop in motivation, reduced creativity | Culture of apathy, loss of high performers |
| Skills Mismatch | Inefficiency in tasks, lack of enthusiasm | Employee attrition and misallocation of resources |
| Workplace Conflicts | Withdrawal from collaboration, tension in teams | Erosion of trust, toxic workplace culture |
| Misalignment with Mission | Indifference to organizational goals | Weakened innovation and reduced customer satisfaction |
Statistical Perspective
According to global HR surveys, the leading drivers of employee dormancy include:
- 37% cite lack of career growth opportunities
- 29% report poor leadership and management support
- 23% attribute dormancy to burnout and excessive workload
- 11% link dormancy to workplace conflicts and toxic environments
(These percentages can be represented in a pie chart for visual clarity, showcasing the relative weight of each cause.)
Employee dormancy is often the result of multiple interlinked factors, ranging from ineffective leadership to poor workplace culture. Recognizing these causes early is vital to avoid the silent erosion of organizational performance. By analyzing data, monitoring engagement, and implementing tailored HR strategies, companies can address the underlying triggers of dormancy, ultimately transforming passive employees into active contributors who add meaningful value to the business.
4. How Dormant Employees Affect Business Performance
Dormant employees represent a silent yet significant challenge to organizational success. While they may not actively disrupt workplace activities, their lack of engagement and reduced productivity gradually erodes the efficiency, culture, and competitiveness of a company. The cumulative impact of dormant employees can affect every layer of business performance, from daily operations to long-term growth and innovation. Below is a detailed analysis of the multiple ways dormant employees affect business performance, supported by examples, tables, and performance matrices.
1. Decrease in Overall Productivity Levels
- Dormant employees complete only the minimum requirements of their job responsibilities.
- Their reduced effort lowers team output and places additional pressure on high-performing employees.
- The collective slowdown results in missed deadlines, reduced efficiency, and delayed project completions.
Example: In a software development company, two out of ten developers became dormant, producing less output. As a result, the entire product release cycle was delayed by three weeks, affecting client satisfaction and revenue timelines.
2. Negative Influence on Team Morale and Motivation
- Dormant employees reduce overall team energy by contributing less during collaboration.
- Active employees may feel demotivated when they perceive unequal effort across the team.
- Over time, disengagement spreads like a ripple effect, reducing team-wide commitment.
Example: In a customer service team, dormant employees avoided complex inquiries, leaving engaged team members overburdened. This imbalance led to frustration and declining morale across the department.
3. Increased Operational Costs Due to Inefficiency
- Organizations incur hidden costs when dormant employees underperform.
- Additional resources may be needed to compensate for inefficiencies, such as overtime or hiring temporary staff.
- These costs gradually reduce profit margins and drain financial resources.
Cost Impact Table: Dormant Employees vs. Engaged Employees
| Factor | Engaged Employees | Dormant Employees |
|---|---|---|
| Task Completion Speed | Fast and efficient | Slow and inconsistent |
| Quality of Output | High-quality, innovative | Minimal, requires frequent revisions |
| Cost Implications | Lower cost per project | Higher costs due to inefficiency and delays |
| Overall Business Value | Increases profitability | Erodes profitability over time |
4. Higher Employee Turnover and Recruitment Expenses
- Dormant employees contribute indirectly to turnover by creating frustration among active workers.
- Top talent may leave when they perceive inequity in workload distribution or lack of organizational commitment to engagement.
- Increased turnover leads to higher recruitment and training costs for new hires.
Example: A financial services firm noted that high performers resigned due to perceived unfair workloads caused by dormant peers. Replacement hiring costs reached 30% of annual HR expenses.
5. Missed Opportunities for Innovation and Creativity
- Dormant employees rarely contribute new ideas or propose improvements to business processes.
- Innovation-driven industries suffer greatly when creativity declines within teams.
- A lack of proactive engagement slows adaptation to market changes.
Example: In a fast-paced e-commerce company, dormant employees refrained from contributing to new digital marketing campaigns. Competitors who innovated faster gained market share, reducing the company’s revenue by 12% over the quarter.
6. Potential Harm to Customer Experience and Satisfaction
- Dormant employees often deliver subpar service quality, leading to dissatisfied clients or customers.
- They may avoid solving complex problems, resulting in delayed resolutions or negative customer interactions.
- A single poor experience caused by a dormant employee can damage brand reputation.
Example: In a hospitality business, dormant front-desk employees failed to handle guest complaints effectively, leading to lower customer satisfaction scores and reduced repeat bookings.
Business Impact Matrix of Dormant Employees
| Business Area | Short-Term Impact | Long-Term Impact |
|---|---|---|
| Productivity | Lower output and reduced efficiency | Chronic underperformance and revenue stagnation |
| Team Morale | Frustration among engaged employees | Widespread disengagement and declining organizational culture |
| Operational Costs | Overtime and resource reallocation | Increased overhead and reduced profitability |
| Turnover and Recruitment | High performers seek better opportunities | Elevated costs of continuous hiring and training |
| Innovation and Growth | Decline in proactive contributions | Loss of competitiveness in fast-moving industries |
| Customer Experience | Poor service delivery in specific instances | Long-term reputation damage and customer attrition |
7. Reduced Organizational Agility
- Dormant employees slow down a company’s ability to respond to new challenges and opportunities.
- In competitive industries, this lack of agility may result in missed chances for expansion or market leadership.
Example: A manufacturing firm experienced delays in implementing new production technologies due to dormant employees resisting upskilling. Competitors that adopted new processes quickly gained an advantage in cost efficiency.
8. Cultural Decline and Silent Resignation
- Dormant employees normalize a culture of doing the bare minimum.
- Over time, this mindset can evolve into a silent resignation trend where employees stay employed but disengaged.
- Cultural decline reduces organizational resilience, making it harder to weather economic or competitive challenges.
Example: In a large multinational, dormancy became normalized across multiple departments. Leadership noticed declining engagement scores, signaling a shift toward a culture of minimal effort that threatened long-term growth.
Chart: Financial Impact of Dormant Employees
A breakdown of estimated financial losses due to dormancy in a company of 1,000 employees:
| Impact Area | Estimated Annual Loss (USD) |
|---|---|
| Reduced Productivity | $2.5 million |
| Increased Recruitment Costs | $1.2 million |
| Customer Attrition | $900,000 |
| Missed Innovation | $1.8 million |
| Total Loss | $6.4 million |
This chart highlights that dormancy is not only a cultural issue but also a significant financial burden.
Dormant employees quietly erode business performance across multiple areas, from daily productivity and employee morale to long-term innovation and profitability. Their presence creates hidden costs that accumulate over time, weakening an organization’s ability to compete and thrive in demanding markets. By recognizing the diverse ways in which dormancy affects business performance and using analytical tools such as impact matrices and cost analysis charts, organizations can better quantify the risks and implement proactive strategies to re-engage employees before the damage becomes irreversible.
5. The Hidden Cost of Dormant Employees
Dormant employees represent one of the most underestimated challenges within organizations. While their disengagement may not always be immediately visible, the hidden costs they generate can be substantial. These costs extend beyond just lost productivity and impact multiple dimensions of the business, from financial performance to culture and innovation. By understanding the true costs associated with employee dormancy, businesses can develop strategies to re-engage their workforce and prevent long-term setbacks.
Employee dormancy refers to individuals who are still formally employed but have become disengaged, underutilized, or inactive in contributing effectively. Unlike turnover or absenteeism, dormancy is often subtle, making it harder for managers to detect and quantify. However, the costs they bring accumulate silently and create both direct and indirect burdens on business performance.
Direct Financial Costs of Dormant Employees
- Loss of Productivity
- Dormant employees often complete tasks at a minimal level, reducing overall efficiency.
- Example: A sales representative who fails to actively pursue leads may only achieve 40% of their quota, leaving significant revenue untapped.
- Salary and Benefit Expenditures Without Return
- Employers continue paying full salaries and benefits to dormant employees despite minimal output.
- This results in a high cost-to-output imbalance.
- Additional Training and Supervision Expenses
- Dormant employees often require more frequent supervision, retraining, or mentorship to be brought back on track.
- This increases HR and managerial costs.
Table: Direct Costs of Dormant Employees
| Cost Type | Description | Example Impact |
|---|---|---|
| Lost Productivity | Reduced performance levels compared to potential | $50,000 lost annually in sales per inactive employee |
| Salary & Benefits | Compensation continues despite low engagement | $60,000 average annual expense without return |
| Training & Supervision | Resources needed to re-train or manage inactivity | Additional $10,000 per employee annually |
Indirect Costs of Dormant Employees
- Team Morale Decline
- Active employees may feel demotivated when they see peers contributing less yet receiving equal compensation.
- This can lead to frustration, resentment, and lower collective productivity.
- Impact on Customer Experience
- Dormant employees in customer-facing roles may deliver poor service, leading to lost clients.
- Example: An inactive customer support agent responding late to queries can decrease client satisfaction scores by 20–30%.
- Opportunity Costs
- Every dormant employee represents opportunities missed, such as innovation, creativity, and competitive advantage.
- Example: A dormant product developer may fail to contribute ideas that could have resulted in a market-leading product.
Matrix: Indirect Cost Framework
| Cost Category | Short-Term Impact | Long-Term Impact |
|---|---|---|
| Team Morale | Lower motivation, higher frustration | Higher attrition among top talent |
| Customer Experience | Decline in service quality, missed targets | Loss of brand reputation and customer loyalty |
| Opportunity Cost | Fewer innovative ideas | Reduced competitiveness and market stagnation |
Cultural and Strategic Costs
- Erosion of Organizational Culture
- Dormant employees create a culture of complacency if left unchecked.
- This reduces the drive for high performance and innovation.
- Risk of Normalizing Underperformance
- When managers tolerate dormancy, it signals to other employees that low engagement is acceptable.
- Over time, this can lead to widespread disengagement.
- Strategic Misalignment
- Dormant employees weaken the link between organizational goals and workforce performance, delaying strategic objectives.
Chart: Impact of Dormancy on Organizational Culture
Low Dormancy Rate → High Productivity → Strong Engagement → Innovation
High Dormancy Rate → Reduced Productivity → Weak Engagement → Stagnation
The Compounded Effect Over Time
Dormant employees may initially appear as isolated cases, but their impact compounds over time. A single dormant employee may only cost $60,000–$80,000 annually in lost productivity and direct costs, but when multiplied across an organization, the figures become staggering.
For example:
- A company with 500 employees and a 10% dormancy rate = 50 dormant employees.
- If each costs approximately $70,000 annually in hidden costs, the organization loses about $3.5 million per year.
This compounded cost is not just financial; it impacts growth, innovation, customer loyalty, and the ability to remain competitive in the marketplace.
The hidden cost of dormant employees extends far beyond what appears on financial statements. They impact direct productivity, drain resources, lower morale, damage customer relationships, and weaken culture. By recognizing these hidden costs early and implementing proactive re-engagement strategies, organizations can transform dormancy into productivity and secure long-term growth.
6. Strategies to Re-Engage Dormant Employees
Re-engaging dormant employees is one of the most critical tasks for organizations striving to maintain high performance, employee satisfaction, and long-term growth. Dormant employees, while still part of the workforce, contribute less than their potential, which creates ripple effects across productivity, morale, and culture. However, with the right strategies, these employees can be reactivated into engaged contributors. This section explores actionable strategies supported by practical examples, HR best practices, and analytical frameworks.
Personalized Engagement Approaches
- Conduct Individual Assessments
- HR leaders should initiate one-on-one discussions to uncover the underlying reasons for disengagement.
- Example: If an employee feels undervalued due to lack of recognition, the solution may involve implementing a rewards program rather than additional training.
- Career Path Alignment
- Mapping employee strengths to organizational goals ensures that individuals see value in their contributions.
- Example: A software engineer disengaged from routine bug fixes may regain motivation if assigned to an innovative project.
- Flexible Work Options
- Offering hybrid or remote work opportunities can re-ignite enthusiasm for employees struggling with rigid schedules.
Matrix: Personalized Engagement Strategy
| Dormancy Trigger | Engagement Strategy | Example Scenario |
|---|---|---|
| Lack of recognition | Recognition and reward program | Employee not acknowledged for contributions |
| Stagnant responsibilities | Job rotation or new projects | Engineer given creative development tasks |
| Work-life imbalance | Flexible working arrangements | Parent offered hybrid work schedule |
Strengthening Leadership and Communication
- Transparent Communication Channels
- Dormant employees often feel excluded from decision-making. Leaders should establish open communication to rebuild trust.
- Mentorship and Coaching Programs
- Assigning mentors to dormant employees fosters guidance and continuous feedback.
- Example: A marketing professional paired with a senior strategist may rediscover professional drive.
- Leadership Training for Managers
- Poor management practices can trigger dormancy. Training managers in empathy, recognition, and active listening can mitigate disengagement.
Chart: Leadership Impact on Dormancy Reduction
Effective Leadership → High Trust → Better Engagement → Reduced Dormancy
Ineffective Leadership → Low Trust → Weak Engagement → Increased Dormancy
Enhancing Recognition and Reward Systems
- Non-Monetary Recognition
- Acknowledgment in meetings or newsletters can significantly re-engage dormant employees.
- Performance-Based Incentives
- Linking rewards to tangible achievements encourages employees to actively participate.
- Peer-to-Peer Recognition
- Encouraging employees to recognize each other fosters a sense of community.
Table: Types of Recognition and Their Impact
| Recognition Type | Example | Impact on Engagement |
|---|---|---|
| Verbal/Public Recognition | Manager praises employee in meeting | Boosts morale and sense of value |
| Monetary Reward | Bonus tied to project success | Reinforces performance-linked outcomes |
| Peer Recognition | Colleague thanks in team chat | Strengthens workplace relationships |
Skill Development and Growth Opportunities
- Learning and Development Programs
- Dormant employees may lack motivation due to skill stagnation. Training opportunities re-spark growth.
- Job Rotation and Cross-Training
- Exposing employees to diverse responsibilities prevents boredom and strengthens versatility.
- Clear Career Pathways
- Establishing transparent growth tracks ensures employees remain motivated by long-term prospects.
Example: A finance associate feeling stuck in repetitive tasks can be rotated into an analytics project, enhancing both skills and engagement.
Creating a Supportive Work Culture
- Promoting Psychological Safety
- Employees must feel safe voicing concerns without fear of retaliation. This reduces disengagement caused by workplace stress.
- Team-Building Initiatives
- Dormant employees can reconnect with colleagues through collaborative exercises, retreats, or projects.
- Wellness Programs
- Supporting employees’ mental and physical health can reduce burnout-driven dormancy.
Matrix: Cultural Interventions to Reduce Dormancy
| Workplace Issue | Intervention | Long-Term Impact |
|---|---|---|
| Lack of psychological safety | Confidential feedback channels | Employees voice issues earlier |
| Weak collaboration | Team-building workshops | Stronger connections and inclusion |
| High stress/burnout | Wellness initiatives | Improved well-being and retention |
Leveraging Technology and HR Analytics
- Identifying Dormancy Through Data
- HR software can analyze productivity trends, absenteeism, and engagement survey scores to detect early signs of dormancy.
- Personalized Learning Platforms
- AI-driven platforms can recommend training paths tailored to employee strengths and gaps.
- Continuous Feedback Tools
- Implementing tools for regular feedback ensures employees feel continuously supported.
Chart: Role of HR Analytics in Re-Engagement
Early Detection → Tailored Intervention → Continuous Monitoring → Sustained Engagement
Continuous Monitoring and Feedback Loops
- Regular Performance Reviews
- Moving away from annual reviews to continuous check-ins helps spot disengagement early.
- Employee Engagement Surveys
- Anonymous surveys can reveal systemic causes of dormancy.
- Tracking Engagement Metrics
- Metrics such as project completion rates, absenteeism, and participation levels indicate progress.
Table: Engagement Metrics for Monitoring Dormant Employees
| Metric | Measurement Method | Significance |
|---|---|---|
| Task Completion Rate | Project management tools | Indicates productivity levels |
| Absenteeism Frequency | Attendance records | Highlights potential disengagement |
| Participation in Meetings | Meeting attendance reports | Reflects involvement in team dynamics |
Re-engaging dormant employees requires a multi-faceted approach combining personalized strategies, leadership development, recognition programs, and technological tools. By investing in these interventions, organizations can transform dormant employees into motivated contributors who strengthen culture, improve performance, and drive long-term business success.
7. Role of HR and Leadership in Preventing Employee Dormancy
Employee dormancy, if left unaddressed, can evolve into a serious obstacle for organizational growth. While individual motivation plays a role, the responsibility of prevention largely falls on Human Resources and leadership teams. HR functions as the strategic backbone of workforce engagement, while leaders influence the culture and day-to-day motivation of employees. Together, they form the foundation of a proactive approach to keeping employees active, engaged, and aligned with business objectives.
Proactive Role of Human Resources
- Early Identification Through HR Analytics
- HR departments can utilize data-driven tools to detect early warning signs of employee disengagement.
- Example: Declining participation in training programs or frequent absenteeism can indicate the onset of dormancy.
- Structured Onboarding Programs
- A strong onboarding process ensures new employees feel integrated and engaged from the beginning.
- Employees who are not onboarded effectively are 50% more likely to become disengaged within their first year.
- Employee Development Frameworks
- HR teams must establish continuous learning platforms that prevent stagnation.
- Example: Providing digital upskilling programs in areas such as data literacy, leadership, or digital tools can keep employees future-ready.
Table: HR Preventive Practices Against Dormancy
| HR Strategy | Action Implemented | Expected Outcome |
|---|---|---|
| HR Analytics | Monitor productivity and engagement | Early dormancy detection |
| Structured Onboarding | Comprehensive induction programs | Higher integration and retention |
| Learning & Development | Continuous upskilling opportunities | Prevention of role stagnation |
Critical Role of Leadership in Employee Engagement
- Building Trust and Transparency
- Leaders should cultivate open communication channels where employees feel heard and valued.
- Example: Regular town halls where leadership addresses employee concerns improve trust and reduce disengagement.
- Role Modeling Active Engagement
- Employees mirror the behaviors of their leaders. If leaders demonstrate passion, initiative, and commitment, employees are more likely to follow suit.
- Recognition and Appreciation from Leadership
- Direct acknowledgment from leaders has a stronger motivational impact than generic recognition systems.
- Example: A CEO sending personal appreciation emails to high-performing employees enhances loyalty and motivation.
Chart: Leadership Impact on Engagement Levels
Strong Leadership → High Trust → Increased Engagement → Low Dormancy
Weak Leadership → Low Trust → Decreased Engagement → High Dormancy
Collaborative Efforts Between HR and Leadership
- Joint Performance Management Systems
- HR can design evaluation frameworks while leaders ensure they are implemented fairly.
- Example: A 360-degree feedback system where HR manages logistics and leaders provide developmental feedback.
- Strategic Workforce Planning
- Leadership defines organizational goals, while HR aligns talent strategies to support these goals.
- This ensures employees remain connected to the bigger vision, reducing chances of disengagement.
- Cultural Reinforcement
- HR drives initiatives such as diversity, inclusion, and wellness programs, while leaders embody these principles in daily practices.
Matrix: HR and Leadership Collaboration
| Area of Collaboration | Role of HR | Role of Leadership | Outcome Achieved |
|---|---|---|---|
| Performance Management | Design metrics and frameworks | Apply and reinforce with feedback | Balanced and motivating system |
| Workforce Planning | Align roles with business needs | Define long-term organizational goals | Clear purpose and reduced dormancy |
| Culture Building | Launch initiatives (DEI, wellness) | Role model behaviors daily | Strong, engaged organizational culture |
Preventive Strategies in Practice
- Continuous Feedback Culture
- Instead of annual reviews, HR and leaders must promote regular check-ins.
- Example: Bi-weekly manager-employee conversations identify potential disengagement early.
- Training leaders in emotional intelligence, conflict resolution, and motivational techniques strengthens their ability to prevent dormancy.
- Employee Voice Platforms
- HR-led surveys combined with leadership responsiveness create a feedback loop that prevents employees from feeling neglected.
Table: Preventive Strategies with HR-Leadership Alignment
| Strategy | HR’s Role | Leadership’s Role | Impact on Dormancy Prevention |
|---|---|---|---|
| Continuous Feedback | Provide tools and structure | Conduct feedback sessions | Early intervention |
| Leadership Development | Design training programs | Actively participate and apply | Stronger leader-employee trust |
| Employee Voice Platforms | Deploy surveys and collect data | Take visible action on feedback | Increased sense of value |
Long-Term Benefits of HR and Leadership Collaboration
- Sustained Employee Engagement
- Regular alignment between HR and leadership ensures employees remain connected to both personal growth and organizational vision.
- Reduced Turnover and Recruitment Costs
- By preventing dormancy, companies retain talent longer, reducing the cost of frequent hiring.
- Higher Organizational Agility
- Engaged employees adapt more quickly to change, ensuring resilience in competitive markets.
Chart: Long-Term Benefits of Preventing Dormancy
Prevention Efforts → Higher Engagement → Strong Retention → Improved Performance → Business Growth
The prevention of employee dormancy is not a responsibility that rests solely with either HR or leadership but rather a collaborative mission. HR provides the frameworks, policies, and analytical tools, while leadership drives motivation, recognition, and culture on a daily basis. When these two functions operate in harmony, organizations create an environment where employees remain engaged, proactive, and aligned with long-term goals, ultimately minimizing the risks of dormancy and maximizing overall performance.
8. Future Outlook – Can Technology Help Reduce Dormant Employees?
The growing integration of technology into workforce management has created unprecedented opportunities to address one of the most complex challenges facing modern organizations: employee dormancy. As businesses seek to maximize productivity, engagement, and retention, technological solutions are increasingly being leveraged to identify, predict, and reduce employee disengagement. From artificial intelligence (AI) and machine learning to employee engagement platforms and predictive analytics, technology is reshaping how organizations prevent dormancy and foster an active workforce.
Predictive Analytics for Early Detection
- Identifying Early Warning Signs
- Predictive analytics allows HR teams to monitor employee behavior and detect subtle patterns that may signal dormancy.
- Example: An employee whose participation in meetings declines consistently, combined with reduced project output, can be flagged as at risk of disengagement.
- Customized Intervention Strategies
- Based on data, HR systems can recommend personalized solutions, such as training, mentorship, or wellness programs.
- Reducing Guesswork
- Unlike traditional methods reliant on subjective evaluations, predictive analytics provides data-backed insights for decision-making.
Table: Predictive Analytics in Dormancy Prevention
| Indicator Monitored | Possible Risk Identified | Intervention Strategy |
|---|---|---|
| Declining participation | Risk of disengagement | Offer one-on-one mentoring |
| Increased absenteeism | Burnout or dissatisfaction | Introduce wellness initiatives |
| Reduced performance metrics | Potential dormancy onset | Provide training opportunities |
Artificial Intelligence and Machine Learning Applications
- Intelligent Engagement Tracking
- AI-driven platforms track real-time engagement metrics such as communication frequency, collaboration levels, and learning participation.
- Personalized Learning Recommendations
- Machine learning algorithms suggest training modules based on employee career goals, preventing stagnation.
- Example: A data analyst showing reduced output might be recommended advanced analytics training or cross-functional projects.
- Chatbots for Continuous Interaction
- AI-powered HR chatbots provide employees with 24/7 support, ensuring concerns are addressed before disengagement escalates.
Chart: AI Impact on Dormancy Management
AI Implementation → Real-Time Engagement Tracking → Tailored Interventions → Reduced Dormancy Rates
Employee Engagement Platforms
- Continuous Feedback Mechanisms
- Platforms such as Officevibe or Culture Amp allow employees to provide feedback instantly, creating a two-way communication loop.
- Recognition and Rewards Integration
- These platforms automate recognition systems, ensuring employees are consistently acknowledged for their contributions.
- Pulse Surveys for Engagement Insights
- Regular, short surveys keep HR updated on employee satisfaction levels, allowing proactive intervention.
Matrix: Features of Engagement Platforms
| Feature | Purpose | Impact on Dormancy |
|---|---|---|
| Feedback Tools | Collect employee opinions | Enhances transparency |
| Recognition Modules | Reward contributions | Strengthens motivation |
| Engagement Surveys | Measure satisfaction levels | Detects disengagement early |
Remote Work Technology and Collaboration Tools
- Enhancing Connectivity for Remote Teams
- Tools like Slack, Microsoft Teams, and Zoom maintain communication, ensuring remote employees do not feel isolated.
- Virtual Team-Building Activities
- Platforms supporting online games, workshops, or brainstorming sessions help prevent disengagement among distributed teams.
- Task Management and Accountability
- Tools such as Asana, Trello, and Jira allow transparency in workload distribution, preventing dormancy from lack of clarity.
Example: A remote employee who rarely contributes in team discussions can be re-engaged through targeted collaboration workshops facilitated via digital platforms.
Gamification as a Motivation Tool
- Turning Work into Challenges
- Gamification introduces leaderboards, rewards, and milestones to make work engaging.
- Driving Participation and Healthy Competition
- Employees are motivated to stay active and avoid disengagement through recognition in competitive settings.
- Increasing Learning Adoption
- Gamified learning platforms increase training participation rates, reducing dormancy linked to skill stagnation.
Table: Gamification Benefits for Engagement
| Gamification Element | Example | Impact on Dormancy Reduction |
|---|---|---|
| Leaderboards | Sales performance rankings | Encourages consistent participation |
| Reward Points | Points for project completion | Reinforces task completion habits |
| Interactive Modules | Gamified e-learning lessons | Keeps employees motivated to learn |
Integrating Wellness and Mental Health Technology
- Digital Wellness Platforms
- Apps like Headspace and Calm promote mental well-being, addressing burnout-driven dormancy.
- Wearable Technology for Employee Health
- Devices tracking stress levels, sleep, and activity can provide HR with early signals of disengagement.
- Virtual Counseling Services
- Technology-driven counseling platforms ensure employees receive confidential support, preventing isolation.
Chart: Role of Wellness Tech in Dormancy Reduction
Stress Monitoring → Early Detection → Targeted Support → Lower Dormancy
Future Integration of AI and Human-Centered Leadership
- Blending Technology with Empathy
- While technology provides tools and data, leadership must combine these insights with empathy to create a truly engaged workforce.
- Ethical Use of Technology
- Transparency in data collection and responsible AI use will be essential to ensure trust among employees.
- Future-Ready Organizations
- Companies leveraging technology for engagement will build adaptable, resilient teams capable of preventing dormancy.
Conclusion
Technology has transformed the way organizations approach the challenge of employee dormancy. From predictive analytics and AI-driven insights to gamification and wellness platforms, digital solutions provide proactive, data-backed methods to identify, prevent, and reduce disengagement. However, technology alone is not the solution—it must be paired with strong leadership, cultural support, and empathetic HR practices. The future of workforce management lies in blending cutting-edge tools with human-centered leadership to create resilient, motivated, and engaged teams that thrive in the evolving business landscape.
Conclusion
The concept of dormant employees represents one of the most pressing yet often underestimated challenges within modern workforce management. Unlike turnover or visible disengagement, dormancy exists in a subtle, hidden form where employees remain on the payroll but contribute far below their potential. This phenomenon not only drains organizational resources but also weakens the very pillars that sustain long-term growth, including productivity, innovation, employee morale, and customer satisfaction. Understanding the dynamics of dormant employees is therefore essential for organizations that aim to remain competitive in an increasingly dynamic business environment.
Throughout this discussion, it becomes clear that the impact of dormant employees stretches across multiple dimensions. From direct financial losses, such as wasted salaries and missed revenue opportunities, to indirect consequences like eroded workplace culture, diminished collaboration, and lowered client trust, the costs are both tangible and intangible. Left unaddressed, dormancy spreads silently, weakening team performance and potentially leading to a cycle of broader disengagement across the workforce. Businesses that ignore these hidden costs often find themselves facing declining profitability and strategic stagnation.
However, this challenge is not insurmountable. By applying proactive strategies, organizations can successfully re-engage dormant employees and transform them into valuable contributors once again. Human Resources plays a pivotal role through early detection, structured onboarding, continuous learning initiatives, and the deployment of data-driven engagement tools. Leadership, on the other hand, provides the cultural and motivational framework that ensures employees feel valued, heard, and connected to organizational goals. When HR and leadership work in unison, dormancy can be effectively minimized, and engagement levels can be sustained over the long term.
The future outlook further highlights the promise of technology in combating employee dormancy. Predictive analytics, artificial intelligence, machine learning, engagement platforms, and wellness applications all enable organizations to identify early warning signs, personalize re-engagement strategies, and sustain motivation. Combined with empathetic leadership and a culture of transparency, these tools can help businesses create resilient and adaptable workforces prepared for the challenges of the digital era.
Ultimately, preventing and addressing employee dormancy is about more than just safeguarding productivity—it is about nurturing a culture where employees thrive, innovate, and contribute meaningfully to organizational success. Businesses that commit to tackling dormancy head-on will not only reduce hidden costs but also unlock greater potential within their workforce. This commitment ensures stronger competitive advantage, healthier workplace environments, and a foundation for sustained business growth.
In conclusion, dormant employees should not be seen as a permanent liability but rather as an opportunity for renewal. With the right balance of HR strategies, leadership involvement, and technological innovation, organizations can revive disengaged employees, strengthen overall performance, and create a future-ready workforce that drives long-term success. By recognizing and addressing dormancy today, businesses lay the groundwork for higher engagement, stronger resilience, and an enduring culture of productivity and excellence.
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People Also Ask
What are dormant employees?
Dormant employees are staff members who remain on the payroll but are disengaged, underperforming, or inactive, contributing minimally to organizational goals.
How can you identify dormant employees?
Signs include reduced productivity, minimal participation in meetings, lack of initiative, frequent absenteeism, and declining engagement in projects.
What causes employee dormancy?
Dormancy can result from poor management, lack of recognition, limited career growth, skill stagnation, burnout, or unclear job expectations.
How does dormancy affect productivity?
Dormant employees lower overall team output, delay project completion, and reduce operational efficiency, impacting organizational performance.
Can dormant employees affect team morale?
Yes, they can demotivate active team members, create frustration over unequal workload, and negatively influence workplace culture.
Do dormant employees increase business costs?
Yes, companies bear costs in salaries, benefits, additional supervision, training, and lost revenue due to reduced productivity.
How does dormancy impact customer satisfaction?
Inactive employees may provide subpar service, delay responses, or make errors, lowering client satisfaction and harming brand reputation.
Can technology help reduce dormant employees?
Yes, AI, HR analytics, engagement platforms, and collaboration tools can detect disengagement early and provide tailored interventions.
What role does HR play in preventing dormancy?
HR identifies early warning signs, implements training programs, manages engagement initiatives, and aligns employees with organizational goals.
How can leadership prevent employee dormancy?
Leaders build trust, recognize achievements, provide career guidance, and foster a culture of transparency and accountability.
Are all dormant employees a permanent liability?
No, with the right engagement strategies, training, and leadership support, dormant employees can be re-engaged to become productive contributors.
What is the hidden cost of dormant employees?
Hidden costs include lost productivity, missed revenue, reduced innovation, lower morale, increased turnover, and damaged customer relationships.
How can recognition help re-engage dormant employees?
Acknowledging achievements through rewards, verbal praise, or peer recognition increases motivation, engagement, and productivity.
Can employee training reduce dormancy?
Yes, upskilling, cross-training, and learning opportunities prevent role stagnation and re-engage employees by enhancing their capabilities.
How does communication affect employee engagement?
Open, transparent communication allows employees to feel valued, reducing disengagement and the risk of dormancy.
Is employee feedback important in preventing dormancy?
Regular feedback helps detect dissatisfaction early and provides actionable steps to re-engage employees before dormancy sets in.
What role does company culture play in dormancy?
A positive, inclusive, and supportive culture keeps employees motivated, reducing the likelihood of dormancy.
Can flexible work arrangements reduce dormancy?
Yes, offering remote work, hybrid models, or flexible schedules improves work-life balance and employee engagement.
Do dormant employees affect innovation?
Yes, disengaged employees rarely contribute ideas, slowing innovation and reducing competitive advantage in the market.
How does dormancy influence employee turnover?
Dormant employees can demotivate high performers, increasing turnover and leading to higher recruitment and training costs.
Can gamification help reduce dormancy?
Gamified tasks, leaderboards, and rewards encourage active participation and make work more engaging for previously inactive employees.
What metrics can track dormant employees?
Metrics include absenteeism, task completion rates, meeting participation, project contributions, and engagement survey scores.
Is burnout linked to dormancy?
Yes, prolonged stress and workload without support can lead to disengagement, resulting in dormant behavior.
How can wellness programs impact dormancy?
Wellness initiatives support mental and physical health, reducing burnout and keeping employees motivated and active.
What role does mentorship play in preventing dormancy?
Mentorship provides guidance, motivation, and career development, helping employees stay engaged and productive.
Can performance incentives reduce dormancy?
Yes, reward systems tied to performance motivate employees to actively contribute and remain engaged in their roles.
How can HR technology detect dormancy early?
HR software can monitor productivity trends, engagement levels, and participation, flagging employees at risk of dormancy.
Is continuous learning important to prevent dormancy?
Yes, offering ongoing learning opportunities keeps skills relevant and employees motivated, reducing disengagement.
How do dormant employees affect long-term business performance?
They reduce overall efficiency, slow innovation, increase costs, and weaken team culture, affecting long-term growth and competitiveness.
Can leadership training prevent employee dormancy?
Training leaders in communication, recognition, and motivation helps them maintain engagement and prevent dormancy across teams.
