When I notice a team member is disengaged, I start by having a one-on-one conversation to understand their perspective and any underlying issues. I actively listen and show empathy, which helps build trust. Then, I work with them to set clear, achievable goals and provide the necessary support and resources. By recognizing their efforts and celebrating small wins, I help reignite their motivation and commitment to the team's objectives. This approach not only improves their performance but also fosters a more positive and productive work environment.

To re-engage a disengaged team member, start by having a one-on-one conversation to identify the root cause of their disengagement. Understanding their perspective can provide valuable insights into underlying issues. Set clear, specific, and achievable goals to give them direction and purpose. Offer consistent support and constructive feedback, recognizing their improvements to boost motivation. Additionally, explore opportunities for professional development or new responsibilities that align with their interests. These strategies can help reignite their enthusiasm and improve their performance.

1. Have a One-on-One Conversation: I’d schedule a private chat to understand the root cause of their disengagement. 2. Set Clear Goals: Together, we’d set achievable short-term goals to reignite their motivation and give them a sense of purpose. 3. Provide Support and Resources: I’d offer any necessary tools, training, or support to help them feel more capable and confident in their role. 4. Reignite Their Passion: I’d explore what excites them about their work and try to align their tasks with areas where they feel most engaged and motivated. 5. Recognize and Celebrate Progress: As they start improving, I’d provide positive reinforcement and celebrate small wins to boost their confidence and engagement.

One instance that stands out was when I noticed a highly capable team member’s performance drop. Instead of making assumptions, I initiated a one-on-one conversation where they felt comfortable sharing their struggles. It turned out they felt disconnected from the team's goals and lacked clarity on their role's impact. We worked together to redefine their objectives, aligning them with their strengths and the broader team mission. We made it a point to regularly check in, offering support and actionable feedback, and celebrating small wins along the way. Over time, their engagement returned, and so did their contributions. What I learned is that empathy, clarity, and consistent support make all the difference in re-igniting motivation.