Start by having a one-on-one conversation with the team member to understand the root cause of their avoidance. Show empathy and listen actively to their concerns. Set clear, achievable goals and provide regular feedback and encouragement. Recognize their efforts and celebrate small wins to boost their confidence. Consider assigning tasks that align with their interests and strengths to reignite their passion.

Have one-on-one discussions to understand why they are avoiding tasks. They may feel overwhelmed, disconnected, or unclear about their responsibilities. Address their concerns with empathy. Clearly define their roles and how their work contributes to team goals, so they feel a sense of purpose. If they are struggling, provide guidance, additional training, or mentorship to help them get back on track. Combining empathy, clear communication, and supportive leadership, we can reignite team's motivation and get them back on track.

Go back to basics. Tap in to what drives them, what they want to achieve in their immediate career growth and their longer term vision. then find out what is holding them back right now? Are they feeling underutilised, or overwhelmed, alone, bored, disengaged? Why? keep pealing back the layers by asking why is that and for what reason? this will get to the underlying cause which you can then work with them on. If they dont understand why what they are doing is necessary then it's a good time to go back to vision, mission, values and then project objectives and outcomes. If they understand how what they doing is helping the greater cause they can reconnect more easily. When people dont have a why for what they are doing then its harder!

Reigniting interest and motivation in a team member who is avoiding tasks starts with understanding the underlying reasons for their disengagement. Initiate a one-on-one conversation to listen to their concerns and challenges, showing empathy and support. Setting clear, achievable goals can provide direction and a sense of accomplishment. Offering opportunities for skill development or new responsibilities may also spark renewed interest.

🛡 We've all been there. Maybe it's not the whole task that's the issue, maybe it's just one part of it. It might not even be them, it could be an external roadblock beyond their control. That's why it's key to understand what's really holding them back. The best thing you can do is ask how you can support them in that specific situation. And from that conversation, try to learn what actually motivates them, so next time you can assign tasks that align with their strengths, boosting both motivation and results.

Identify underlying reasons such as lack of clarity, insufficient challenge, or burnout. Then, employ re-engagement strategies like setting clear goals, offering autonomy, and providing growth opportunities. Hold a one-on-one conversation to explore strengths, discuss concerns, and co-create solutions. Reframe tasks to highlight purpose and impact, and utilize motivational techniques like gamification, feedback, and celebration of milestones. Follow up with regular check-ins, resources, and support. Ask key questions like 'What motivates you?' and 'How can I support you?' By doing so, you'll enhance productivity, job satisfaction, and engagement, while reducing turnover risk and fostering a positive team culture.