Your first action is to acknowledge the talent, and then ask why they are demotivated. Once you have clarity on this, consider looking beyond immediate team goals. Get the person's input on how they can best contribute. Many managers lose the respect of gifted team members because they try to force their hand on a specific metric. If they bring skill, experience, and knowledge that can increase engagement and maximize overall team performance, that will likely be far more valuable to your team and company than trying to push them into a convenient peg hole. As a manager, use this resource. Check your ego at the door and ask them to help. They might just make you look great. If you have a good team, you should learn from them too.

Understand Their Motivation: Have a one-on-one conversation to identify what drives them and any barriers they face. Set Challenging Goals: Assign ambitious yet achievable tasks that inspire growth and push their skills. Align Role with Interests: Tailor responsibilities to better align with their passions and strengths. Offer Growth Opportunities: Provide learning or leadership opportunities to reignite their interest in development. Recognize Their Value: Publicly acknowledge their contributions, reinforcing their importance to the team. Mentor and Support: Offer guidance to help them navigate challenges. Create a Vision: Show how success now leads to future opportunities.

Para motivar um colaborador talentoso, é essencial reconhecer suas contribuições e ideias, concedendo-lhe autonomia e confiança, além de promover seu desenvolvimento por meio de feedbacks contínuos.