How To Manage And Motivate An Unproductive Workforce

motivate an unproductive workforce

It appears to be a self-centred reaction. You went to great lengths to recruit a group with the necessary aptitudes, experience, and individual characteristics. You’ve legitimately prepared them with lofty expectations for performance and business expansion.

motivate an unproductive workforce

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But now you must face reality: some representatives do not meet your expectations. They’re not accomplishing the task. Low productivity, if left untreated, can harm the bottom line and diminish certainty. You want to prioritize employee efficiency and resolve the situation as soon as possible.

But how do you deal with inefficient employees? Do you fire them or re-energize your team and re-engage them in the business priorities?

Six simple steps are provided below to help you persuade your representatives and increase the efficiency of your workforce.

Step 1: Identify the underlying cause

It is easy to focus on the symptoms rather than the disease. You will lose a valuable employee if you ignore the issue, make erroneous assumptions, debilitate the representatives, or immediately burn all bridges. Let’s be honest: it’s not the best way to handle things. Influential leaders understand that there may be a fundamental reason for cynicism and poor execution. Furthermore, they know that if the underlying issue is organizational, it is likely to reoccur. You can’t blame ineffective employees for lacking reliable frameworks and execution administration tools.

Get close if you’ve been blaming your people recently. Schedule a meeting and examine specific cases of execution issues from a neighbourly perspective. Allow them to talk. Surprisingly, you’ll discover that it’s all about being exhausted, depleted, or undertreated. Sometimes it’s a lost asset, a lack of direction, a pressing need for adaptability, or a work environment struggle that undermines execution. 

As a manager, you must disclose these reasons and seek viable solutions. Indeed, if ineffective workers eventually quit, it’s reassuring that you did everything you could to help them carry a portion of their load. 

One great tip is to pay attention to what your employees say and be fair with your clients.

Step 2: Establish clear expectations

Motivating ineffective representatives entails making a difference in how your team feels and performs. Did you express your desires openly? Do your employees understand what’s expected of them? Yes, they have work depictions but are far from adequate—set goals for execution progress. Make rules and provide a timeline to help workers achieve the ultimate goal. As you go on, try to figure out where they’re falling short and offer it back.

The set breakthroughs should be attainable, especially when dealing with ineffective (and thus unmotivated) employees. It will build trust and remove scepticism; your employees will understand what is expected of them and see that you are willing to help. Continue to be adaptable. Occasional check-ins and advance testing will assist in making advance changes to the execution targets. Be responsible and legitimate. The results should be evident if the worker fails to demonstrate excitement and advancement.

Step 3: Create competition

People will not perform well if they are not motivated to do so. Finding the root causes, clarifying your desires, and giving adequate back will allow you to inspire the competitive soul at work – one of the most agreeable ways to motivate ineffective employees. This approach may not seem obvious, but there is science behind it. It is well established in our brain research that we appreciate overcoming a challenge. As a result, when we get a boost to do things unexpectedly, we frequently reveal the player within us. Starting a competition among offices or within a group can be an excellent way to motivate employees; they begin working more enthusiastically simply because they are competing.

Step 4: Give Encouragement

Who doesn’t appreciate advancement, acclaim, and recognition?

Motivating ineffective representatives may necessitate a carefully planned program of standard motivations. Recognize and celebrate accomplishments. The signal of showing your concern and energy for an employee’s success will be advantageous.

Encouragement can be as large as increased compensation or as small as a rousing speech. Refine your communication strategies when speaking to your team members. Positive labelling will give your employees a reputation they will have to live up to.

Step 5: Consider making use of employee feedback

No two employees are the same. A few employees are looking to stamp their mark with their distinct identities and character traits. They are driven, and mediocre quality is not an option for them. Give this employee a chance to speak up and ensure that you cater to that person’s specific needs.

Allow access and create a safe space for everyone to share their experiences. Believe in your employees’ competence and polished skill. Tuning in to your employees’ assumptions and involving them in decision-making are potent ways to boost their self-esteem. They gain confidence when they realize they have a voice at the table and that their voices are heard. An ineffective employee transforms into an enthusiastic specialist and a corporate minister for the foreseeable future. If you’re still sceptical, consider the following: this approach catalyzes a manager’s tuning in abilities and pinpoints high-level battles that would otherwise go unnoticed.

Finally, but not least, motivated employees will reinvest their efforts in the business because a committed workforce also implies increased benefit. Employees who are committed to their jobs contribute to increased productivity and sales.

Step 6: Make time to have fun

Have you ever looked at company survey websites to see what employees type in almost all their work encounters? In their negative audits, workers frequently complain about being treated like machines, expected to work without tiring. They, too, dislike showing up to work solely for a paycheck, and they are increasingly looking for a better work-life balance. If these points represent your organization’s culture, you can’t expect your team to work at peak efficiency. Invest in people and their experiences. Employees have desires and interests outside of work and frequently require socializing opportunities. There’s nothing wrong with embracing a ‘work hard, play harder mindset. A little fun will help them avoid unnecessary distractions and stay on track.

Persuading ineffective workers may entail combining work with social opportunities. When you allow the employees to take planned breaks and enjoy time with their partners, you give them a reason to appear committed and dedicated. Always remember that happier employees are more productive.

OKRs emphasize results over deliverables.OKRs encourage creativity, whereas performance management reinforces achievement. It’s a way to treat your problems while limiting the side effects, giving groups the flexibility to try and improve in more inventive ways. Aside from that, it allows for a more human approach to keeping group members striving for their best. It also strengthens a positive behaviour of providing consistent reflection and cycling around your objectives, sharing advance updates, and keeping objectives collaborative, all while maintaining independence and trust. So, when developing your quarterly objectives, skip the repetition increments in KPIs and focus on the overall results you need to convey. 

OKR software is a specialised tool for setting, communicating, monitoring, and evaluating goals and results in businesses. Within the OKR software, management can quickly set and track objectives for both individuals and teams. These tools are an excellent alternative to informal channels like instant messaging or comments within other tools for goal review, where progress can be difficult to track and even easy to lose. Employees  can use the OKR management tool to keep record of their performance and progress, hurdles, and accomplishments, allowing the organization to measure work effectiveness across the entire organisation.

We encourage groups to set their own claim OKRs and align them with the company’s, allowing them to choose the results they can best provide while still balancing their regular job.

Every company strives to be pleased with its maintenance rates. To keep people on board, you’ll need to learn how to deal with ineffective employees. Employees may feel as if they are being cleared out in the dim. They need some guidance and motivation to rekindle their inspiration and move forward. Communicate with them openly and honestly. Suppose you recognize the unique set of challenges that each ineffective worker faces. In that case, you’re more likely to find customized solutions that will energize your group and ultimately help you win the war for ability.

It not only moves the desire to be more adaptable but also drives the sense of reason and possession over their claim objectives. Inaccessible work manages the opportunity to advance efficiency for the good of your group, but only for those companies that are willing.

Need more assistance in motivating your unproductive workforce? Reach out to us here.

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Gaurav Sabharwal


Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

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