How do you re-engage disengaged employees?

The important part is to make time and create the opportunity for their voice to be heard. If you don't uncover the reasons for disengagement it will only get worse

Regular 1-1s are key here to catching an employee on a slippery slope of disengagement. Be open, ask for feedback and check in on their wellbeing - this will give you a chance to discuss things as you go rather than waiting for them to be disengaged.

I agree, and I feel it’s extremely important to remain genuine during these discussions. Be ready for potentially negative feedback and welcome it. We have to work hard to establish a culture that is accepting of all feedback, positive and negative, to support employee engagement and to keep the workplace a psychologically safe place for all employees.

If possible, invite your employees to share feedback in private spaces. A focus group or forum can quickly become dominated by a small group of individuals, and the perspective of more introverted employees can be lost.

Recognition can be challenging because you do not want to seem disingenuous. The logic works the same as punishment but in reverse: 1) set criteria for what you consider to be above and beyond behavior; 2) reward based on that standard for all employees or develop a tiered system. People have to know what they can be recognized for and discuss with that person how they'd like to be rewarded. Some people like public recognition others do not. Finally, strive to add intrinsic work value by recognizing people fairly and authentically. It can and will be challenging because people are nuanced but nearly all problems are solved with a little empathy and active listening.

Beware of burnout! If the feedback from employees is that they're understaffed and overworked, it may not be the right time to introduce "stretch" projects.

Job/career pathways! Not just BS riddles on paper (aka as job descriptions) that even the current post holder often struggles to understand. Allow your employees to see where and how they can move in your business. Allow them to see what they need to do and become to move up, to get that secondment when it comes up, to take a side step, or even drop down if it inspires them. Allow them to see that you look internally first before externally recruiting. Allow them to see a future within your company.

Very few individuals are happy at work when there is no challenge or growth opportunities. Figure out what is something they would like to do more of, or learn about - and see how you can provide them or support them in that opportunity. Very few people enjoy being stagnant or feeling not trusted to do all they can at work (as long as its not a burnout situation). As a leader, look at yourself and ask yourself if there is anything that you are holding this person back from doing that they are capable of doing and would enjoy. Don't get in the way of their growth.

I disagree with this to an extent. Most individuals have their own reasons and motivations to do great work. Using manipulation tactics is no longer advisable and mission does not make up for managers not creating great work places for their employees.

Inspire: My company offers short-term assignment opportunities (GIGs). Great way to learn something new or bridge a gap in an area of interest.

Monitor? I would use this word lightly. Trust re-engages folks. However, I would replace this with check-ins. Build trust with your team and build spaces where honest conversations are welcomed and not punished. Monitoring...ugh, not the best strategy.