When I notice a team member seems disengaged, I take the initiative to have a candid conversation with them to understand their concerns and what might be affecting their motivation. I believe that by actively listening and showing genuine interest in their well-being, I can identify any obstacles they are facing.

Employees spend about a third of the time working. When your team members don’t feel fulfilled, or can’t find meaning in what they spend one-third of their life doing, it drags them down in every aspect of life and makes them disengaged at work. Every employee must understand how their role fits into the bigger picture of the company’s mission. To do that, leaders must express gratitude for the people in an organization and highlight how everyone plays an important role in keeping the company moving toward its goals. Getting to know your team members can help you utilize other talents they might have that don’t fit into their job description.

Start by having a one-on-one conversation to understand their concerns. Set clear goals together, offer support and resources, and recognize their contributions. Foster a positive environment that encourages growth and collaboration.

To reignite a disengaged team member's potential, start by fostering open communication. Schedule a one-on-one meeting to understand their concerns and motivations. Encourage them to share their ideas and feelings about their role and the team’s objectives. Set clear, achievable goals that align with their interests and skills, and offer support and resources to help them succeed. Recognize their contributions publicly to boost their confidence and engagement. Additionally, consider providing opportunities for professional development, such as training or mentorship, which can reignite their passion and investment in their work, ultimately benefiting both the individual and the team.

One of the common problems is to see disengaged work force. It starts with observation on the team members and try to find reasons of disengagement. Holding a conversation with the team member and hearing them in a psychological safe environment along with sharing our findings. Now we work together on some of the agreed actions. Always holding a constructive discussion helps in such tough situations.