The ‘Energy Audit’ - Why Some Team Members Are Dragging the Whole Practice Down
Understanding and Addressing the Subtle Energy Drains in Your Team
Running a successful team or practice isn’t just about the bottom line or performance metrics—it’s about cultivating a thriving culture that empowers and energizes every team member. But not all culture issues show up in obvious ways. More often than not, it’s the slow leaks—the quiet resentment, subtle negativity, and passive disengagement—that do the most damage over time.
You might have someone on your team who never outright complains but constantly resists change. Maybe there’s a subtle undercurrent of negativity that spreads through the team, chipping away at morale. Left unchecked, these behaviors can erode engagement and team cohesion before you even realize what’s happening.
Identifying Subtle Cultural Issues
The biggest cultural problems aren’t always explosive moments; they’re often patterns that go unnoticed until they’ve already made a significant impact. If your team feels off but you can’t quite put your finger on why, it’s time to take a closer look.
Conducting an Energy Audit
So how do you spot these subtle energy drains? Enter the Energy Audit—a structured way to assess the emotional impact of each team member on the group. Ask yourself:
Who actively lifts the team up?
Who remains neutral—present, but not contributing much?
Who subtly or overtly drains the team’s energy?
Is negativity spreading within the team?
What patterns are emerging in team dynamics over time?
Different team members bring different energy, and certain behaviors create ripple effects—good or bad. Some common energy-draining roles include:
The Chronic Complainer – Always finding a problem, never a solution.
The Silent Resistor – Smiles and nods, but resists every change behind the scenes.
The Passive-Aggressive Peacemaker – Appears agreeable but fosters resentment.
The Overburdened Star – Works hard but resents the team for not doing as much.
The Unspoken Leader – Has influence but may not be steering the team in the right direction.
Taking Action
Once you’ve identified an energy drain, it’s time to take action. The goal isn’t to call people out—it’s to get to the root of the issue and either coach them toward a better dynamic or make the hard decision to let them go if needed.
Steps for Addressing Energy Drains
Step One: Assess Impact – Is this behavior occasional, chronic, or toxic?
Step Two: Have Direct Conversations – Address the issue clearly, with the right level of seriousness.
Step Three: Coach or Cut – If they’re open to feedback, coach them. If they’re resistant and unwilling to change, it may be time to let them go.
Continuous Monitoring and Engagement
A healthy practice culture doesn’t just happen—it requires ongoing attention. Regular energy checks, whether quarterly or monthly, can help you catch problems before they spiral. These could be:
Quick surveys (anonymous or named) asking how people feel about the team dynamic.
Peer assessments where team members provide feedback on their colleagues.
Pulse checks where you ask a simple question: "On a scale of 1-10, how does it feel to work here right now?"
Tracking this data over time will help you spot patterns of disengagement and address them early.
The Cost of Unchecked Negativity
Negativity doesn’t stay isolated—it spreads. One toxic or disengaged team member can influence the entire culture, leading to lower engagement, higher turnover, and a general decline in morale. You might not even realize it’s happening until your best people start leaving.
Want to Strengthen Your Practice Culture? Join the Membership.
If you’re dealing with subtle negativity, energy drains, or team dynamics that just don’t feel right, this is exactly the kind of thing we tackle inside the Culture Focused Practice Membership. You’ll get live trainings, Q&A sessions, and exclusive resources to help you build a strong, thriving team culture.
👉 Join now at: www.taravossenkemper.com/culture-focused-practice
Let’s Keep Your Team Strong
Your team’s culture is everything. Addressing subtle energy drains now means fewer fires to put out later. If you’re serious about building a practice where people want to stay, thrive, and do great work, it’s time to get proactive.
Let’s make it happen. 💪
About the Author
Dr. Tara Vossenkemper is a gently-candid consultant who’s been in the trenches of group practice ownership since 2017. With a hearty blend of depth, irreverence, and a solid dash of humor (or so she hopes), Tara helps practice owners navigate the can-be-messy process of hiring, culture-building, vision generating, people-y issues, and all the other things that keep you up at night. When she’s not consulting, she’s probably wrangling her animals or homeschooling her kids—because why not add more chaos to the mix?
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