To reignite an employee's passion and motivation, it's essential to engage in open dialogue to gain insights into their sentiments and perspectives, aligning tasks with their competencies while collaboratively developing a tailored personal development plan. Establishing a culture of continuous feedback and facilitating discussions that align their intrinsic values with the organization's mission are crucial steps. Encouraging participation in well-being initiatives and pairing them with a mentor for guidance can further cultivate a supportive ecosystem that enhances engagement and fosters long-term commitment.

Reigniting an employee's passion starts with understanding what might be causing their disengagement. Begin with a one-on-one conversation to show genuine concern and give them space to share any challenges or feelings they may have. Listen actively and offer support, whether that’s adjusting workloads, providing new growth opportunities, or aligning their tasks with their interests and strengths. Set small, achievable goals together to rebuild confidence and momentum, celebrating progress along the way. Sometimes a new project or responsibility that challenges them can reinvigorate their motivation. By showing empathy and empowering them to take on fulfilling tasks, you can help them find renewed energy at work.

To reignite a disengaged employee’s motivation, focus on providing them with meaningful growth opportunities and clear goals. Start by having an open conversation to understand the root cause of their disengagement—whether it’s lack of challenge, unclear direction, or misalignment with their role. Once you identify the issue, craft a personalized development plan that highlights new skills or projects they can take on. This gives them a fresh sense of purpose and growth. Next set clear, achievable goals that align with both their personal aspirations & the team's objectives. This targeted approach helps reignite their passion by showing that their growth is valued and tied to a clear path forward.

Start by having a genuine conversation to understand their challenges and listen without judgment. Offer support, acknowledge their contributions, and explore opportunities that align with their strengths and interests. Sometimes, small adjustments or recognizing their efforts can reignite motivation and make them feel valued again.

In addition to the points, I would also like to first replay those moments where his contributions really meant to the project and the organization. How much he / she has contributed and would also go to the extent of showcasing how the path is likely to be if he continues to deliver same results - without hinting on the fact that he has not been engaged. However these are possible hints as hinting directly for those past performers can trigger in my opinion. However if this does not work, then I would recommend an open heart conversation, hear out completely before I place my opinion or suggestions.