Engagement is everything, build strong relationships with your staff in your one-to-ones, lead from the front and push your staff from order to complexity and let them grow. If you take care of your staff, they’ll take care of your customers. I’d recommend reading the Coaching effect by Bill Ekstrom and the 5 levels of leadership by Robert Maxwell 👍

To start with - We need to get at root cause of demotivating. Once to root cause analysis is done -1. One to one discussion as all team Members of some common challenges and some individual challenges. 2. Provide common goals and challenges to be dealt with. 3. Work on field/on-site to boost their confidence 4. Provide solutions to their common/individual challenges 5. As a leader- I should work to be a solution provider a mentor and a teacher. Also act as elder to provide a guidance in family matter if the individual allows so in matters of investment savings future career prospects

Set Clear Goals: Define specific, achievable objectives. For instance, implement quarterly targets that align with team strengths. Recognize Achievements: Celebrate small wins publicly to boost morale, like a shout-out in team meetings. Foster Collaboration: Encourage teamwork through brainstorming sessions, enhancing camaraderie and shared purpose. Provide Growth Opportunities: Offer training workshops or mentorship programs, empowering team members to develop skills. Solicit Feedback: Regularly ask for input on projects, making team members feel valued and involved in decision-making.

Ignoring unmotivated team members is not an option if you want a high-performing team. Their lack of motivation can spread like wild fire, impacting overall morale and productivity. 1. Focus on understanding the root cause. 2. Have one-on-one conversations, provide support, set clear goals, and recognize efforts. 3. Offer development opportunities to reignite passion. 4. Also by addressing their concerns and providing proper guidance, you can help them regain focus and align with the team’s goals, driving better performance for everyone.

When dealing with unmotivated team members, I always start with empathy. Lack of motivation often isn’t about laziness—there's usually more beneath the surface. It could be confusion about their role, misaligned expectations, or personal challenges. I try to reconnect them to the bigger picture—how their work fits into our broader goals. Giving ownership, setting clear milestones, and recognizing efforts can reignite their sense of purpose. Sometimes, it’s about addressing burnout and giving them space to reset. Ultimately, motivation comes from creating an environment where people feel valued, understood, and empowered.

Remove guesswork by asking "why" with genuine intentions to understand and address the root causes. Once the reasons for disengagement are clear, it becomes the responsibility of those in leadership—those with the authority and influence—to take action and implement necessary changes. The reasons behind disengagement matter, as they determine the approach to solutions. If the issue stems from personal, community, or family challenges, the response will be different compared to those whose disengagement is due to factors like misaligned goals, unclear priorities, or ineffective management. Leaders must tailor their interventions based on the underlying causes, ensuring support is relevant and targeted to re-engage their teams effectively.

To keep teams motivated, it's essential to be transparent and set clear, measurable expectations. Regularly reviewing progress, recognizing achievements, and offering support or corrections where needed can make a significant difference. By taking a systematic approach with demotivated teams, focusing on these principles, you can gradually build a highly motivated and engaged team.

Firstly, address it. Many leaders/managers don’t get to the root of the problem as to why an individual may be feeling demotivated. Ask them why? Then deal with the challenge, work with them, support them and show them empathy and care along the way. Align their goals with the businesses and give them space and time. Occasionally, an unmotivated colleague cannot reignite their love for the role and the business and in this instance, you need to tackle this head on. A happy person makes a happy employee.