First, approach the underperformer by having him sit down in an open and empathetic discussion to try and work out his challenges and anxieties. Make your requirements from them clear and how important these are to team success. Setting achievable goals and giving feedback more often than not helps him feel successful again. Train them somehow, mentor them, or give them different responsibilities that will serve them better in relation to their strengths and interests. Celebrate small wins with him or her to raise his or her morale. By believing in their potential and creating an enabling environment, you can help them reconnect with their work.

Getting an underperforming teammate back on track isn’t just about the “manager” stuff—it’s about being real with them. As a manager, you gotta figure out what’s really going on. Are they burnt out, lost, or just not feeling challenged? Set clear, small goals and celebrate those small wins to keep them motivated. A little praise goes a long way, and giving them new opportunities so they feel that they are leveling up. A colleague in my pov plays the most crucial role, sometimes it’s just about having their back. It's about checking in on them, offering to help out, or even pulling them into something fun and engaging. A little shoutout or acknowledging their wins in front of the team can do wonders to get them back in the game.

Rekindling Motivation Through Empathy and Growth - Explore underlying challenges through one-on-one conversations. - Assign tasks aligned with their strengths to rebuild confidence. - Provide mentorship for personalized guidance and growth. - Foster peer recognition to reinforce positive contributions.

To reignite an underperforming employee's motivation, start by understanding the root cause through open communication and performance analysis. Address the issues by offering skill development opportunities, increasing responsibility, improving the work environment, and promoting work-life balance. Maintain ongoing support and monitor progress through regular check-ins and constructive feedback. Remember to tailor your approach to the individual's needs and maintain open communication throughout the process.