Disengagement is Your Sales Problem Too
If your customers are disengaged at work, they’re disengaged in the sales process too.
You cannot sell to someone who’s only half-listening.
We usually think of disengagement as an internal company issue something HR has to solve. But what happens when the disengaged employee is your customer?
According to Gallup’s 2025 State of the Global Workplace report, employee engagement remains historically low. That’s not just a productivity crisis it’s a sales problem. Because if your buyers are disengaged at work, guess what? They’re disengaged in the sales process too. They miss emails. They cancel demos. They ghost your proposals. And it’s not because your product is bad it’s because they’re checked out. Let’s dig into how this shows up, and how you can respond, but first:
You know someone that is struggling with disengaged customers. Share this post with them so we can all get better.
Also subscribe so we can all keep growing together and you never miss out on a post.
Disengagement = Slow or No Decisions
A disengaged employee is not going to champion your product. They are not energized to advocate for a new initiative or navigate internal approvals. They are trying to survive their workweek not reimagine it. They are likely not looking to leave anything better than they found it. They just want to leave it. So if you are getting ghosted or deals are stalling out, it might not be about you.
You are not being rejected you are being deprioritized. Here’s the shift:
Rather than pushing features or urgency from your side, tie your offer to a goal they care about (if they have one). Ask:
“What outcome matters to you in the next quarter?”
“If this project were a success, what would that mean for your team?”
If they cannot answer, they may not be in a position to move the deal forward anyway and that’s your cue to shift focus. That could mean looking for a new product or service to sell them or it could mean looking for a new contact within that company. Do not hesitate to ask if someone else is working on these goals. You just want to find an engaged employee to sell to.
Find the Engaged Few
Even in companies where engagement is low, there’s always someone who cares. Your job is to find them. Look for:
The one person who replies to your email in minutes.
The person who follows up on behalf of their team.
The person asking detailed questions no one else seems to care about.
This person may not have the title but they have energy. And energy is what moves deals.
Remember: Engagement does not equal job title. A middle manager with motivation is more valuable than a VP who’s mentally checked out.
Start building your internal champions around those that are engaged regardless of where they sit on the org chart. Those that are engaged and care about the problem you want to solve will help you convince the decision makers. I’ve see it happen time and time again.
Lead with Ownership, Not Persuasion
You do not reignite engagement by pushing harder. You reignite it by inviting people to take ownership of the process. You have to show them the future they could be living in with your solution to their problem. Here’s how you can do that:
Ask: “How would you explain this to your CFO or boss?”
Invite: “If you were leading this pitch, what would you highlight?”
Collaborate: “What would make this rollout a win for your team?”
By giving your contact a role in the decision-making process, you shift them from spectator to stakeholder. They’ll be more motivated to stay involved and more likely to advocate for your solution internally. They will become your second sales rep. The best part about this is they have the insider information that you need to be this one home. So find your internal advocate and let them help you close the deal by empowering them with ownership in the process.
Action Step:
Take a look at your pipeline. List your top 3 stalled deals. For each one, ask:
Who was the most engaged contact when this started?
What might bring them back to the table?
What new question or idea could reignite their interest?
Reach out with a low-pressure, high-value message. Start with, “Quick check-in has anything shifted since we last talked?”
You’ll be surprised how often a spark comes back when you make space for it.
Additional Reading:
Are you looking to improve your sales process or hire your first sales professional?
Are you a technical expert ready to transition into sales and need guidance?
If so, we’re here to help! Reach out to us with your specific challenges, and we’ll schedule a time to discuss how we can develop a customized plan to meet your goals.
Who else needs to learn this? Share this with one friend today. Thanks for your time and for Sharing!