This is the bit that most managers hate: Having to confront someone’s poor performance. It is something that most of us either shy away from and hope it will go away, or work harder to cover it up so you won’t have to deal with it. But it doesn’t go away and, if anything, it gets worse and worse. Poor performance has to be dealt with.

The Reasons for Poor Performance: Lack of Motivation

First thing you have to do, is understand why someone is not working to their potential. There are two main causes of poor performance; a lack of motivation or a lack of capability. And, yes, they do overlap. It is difficult to stay motivated if you can’t do the job.

Most people are motivated by more than just money

So let’s start with motivation. Most people work to earn money. But money is not the thing that makes them work harder. It is just the reason they are there in the first place. Things such as more responsibility, the chance to learn new things or having the chance be creative are all things that inspire people to work harder. So, if you are worried that someone is not “pulling their weight”, have a chat with them about what would make them work harder.

It is worthwhile remembering that things change over time. Remember when you first started work. What things would have motivated you to work harder? A little bit of overtime to help pay for a new car? A chance to work with an experienced member of staff to learn the ropes? The chance to take on a little more responsibility? Five years later, your drivers are different. You know the job, you want recognition (i.e. a promotion), you want your own account, you want to change how things are done.

This is not just stuff that applies to high flyers. On the factory floor, getting motivation right is still a key aspect of management. Making sure that experienced factory workers are involved in developing new products, making sure that the workplace is a safe environment, making sure that people can enjoy themselves while still delivering. It is still about asking your staff what they want.

It is rarely that simple

 

That is all well and good, but things aren’t that simple in the real world. You will get that awkward moment when someone’s expectations and drivers are not in line with reality.

  • The person with no experience who thinks they are smart enough to be the boss.
  • The inexperienced sales person who wants to manage the biggest client.
  • The person who continues to make clerical errors who wants more responsibility.

 

Be considerate, use structured questioning to let them work it out. The good thing is, even if they are miles away from reality, at least you now have an idea of what they want to achieve and you can set them challenges and targets to get them on the path.

 

Consider outside influences

There are other factors that will affect someone’s motivation in the workplace, some of which are out of your control. Stress has a huge impact, so someone going through a divorce or someone whose relative is very ill are going to find it hard to stay motivated at work. And there are some unsavoury factors which might more difficult to uncover, alcoholism, workplace harassment, bullying or sexism, things that can really damage someone’s desire to work harder, but things which might be very difficult for them to open up to.

Understanding the drivers to making your staff work harder is half the trick. The other half is working out how to use those drivers. It is no use promising a promotion to someone seeking recognition if it is not in your power to do so.

We might all (well most of us) work to get paid, but money is not a sufficient motivator to make people more productive in the workplace. There are other motivational factors involved in maintaining people’s interest and engagement with their work. Talking to your staff regularly and learning what makes them tick is a vital part of managing your team.

 

Remember, poor performance is often caused by poor motivation.

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