Have a private, honest conversation to understand their feelings and concerns. Show empathy and listen actively without interrupting. Identify their strengths and find ways to align their tasks with these strengths. This can help them feel more engaged and see the impact of their work. Involve them in decision-making processes and seek their input on projects. This can help them feel more valued and integral to the team. Work with them to set clear, achievable goals that are aligned with the team’s objectives. Ensure they understand how their work contributes to the bigger picture.

To reengage a team member who feels undervalued, start by acknowledging their feelings. Have a heart-to-heart conversation where you genuinely ask about their experiences and listen attentively. For example, if Neha feels disconnected from the team's goals, share specific instances where her contributions made a difference. Remind her of the time she streamlined a process that saved the team hours of work. Invite her to participate in planning sessions, allowing her to voice her ideas and connect her strengths to the team's objectives. End by expressing gratitude for her efforts and reinforcing her importance in the team’s journey. When people feel seen and valued, they become more invested in the collective mission.

Reengaging a disconnected team member requires empathy and strategy. Here's how you can reignite their passion as a life insurance agency manager: -Have a one-on-one conversation: Show genuine concern and listen to their frustrations. -Acknowledge their contributions: Highlight their strengths and the value they bring to the team. -Revisit their goals: Align personal aspirations with team objectives to create shared meaning. -Offer new challenges: Assign projects that reignite their motivation and sense of purpose. "People work for money, but they go the extra mile for recognition." — Dale Carnegie

To help a colleague who feels undervalued and disconnected it is important to understand what are the real reasons behind their feelings. There may be a wide range of reasons, but almost all of them can be divided into two main categories: objective and subjective. 1. Among objective reasons, there are micromanagement, overly management-centric company culture etc. 2. Among subjective reasons, there are employee's unrealistic expectations, employee's introvert nature that won't allow him/her/them to express their feeling at early stages, low self-esteem etc. Depending on the type of the reasons behind employee's feelings of being undervalued, the solution to choose will be different.

Have a 1:1 conversation and understand the reasons why they are feeling in that way. Analyze the workload and check whether they are delegated as per their skills. Appreciate them for small wins so that they would be motivated and connected. Include them in key tasks or initiatives so that they would feel valued. Understand their aspirations and appreciate them accordingly. Be transparent with the team, assign additional roles and responsibilities as per their skills. This will make them feel connected.