How to Motivate Low Performers Employees

Employee motivation, engagement, and productivity are the cornerstones of business success and sustainability in the 21st century. The reasons for poor employee performance can vary from company to company. Management can adopt a multitude of management philosophies, but long-term planning based on simple strategies is most likely to improve performance.

How to motivate employees who are no longer working. In addition to providing healthy snacks in the break room, it is all about motivating them to work.

Signs of an unmotivated workforce

Before we talk about how to motivate employees, it’s important to understand what a demotivated employee looks like.

The visible signs of an unmotivated employee are

  • The consistently low productivity in the workplace
  • Lack of interest in specialized tasks
  • Inability to complete complex tasks
  • Increased attention to distractions in the workplace
  • Negative workplace behaviors
  • Increased resistance to change
  • Time theft in the workplace
  • Lack of career advancement and decreased productivity
  • Reluctance to be accountable and transparent

Employee motivation and performance are interdependent. Lack of motivation increases the likelihood of unproductive work behaviors, such as procrastination and distraction at work.

Gallup studies highlight the benefits of highly engaged team members.

  • Significantly better results.
  • They enjoy better customer treatment and win new customers.
  • They are more likely to stay with the company than those who are less engaged.

Leaders should prioritize motivating their employees and ensure that those who are not motivated become active participants in the organization. These tips can help managers motivate underperforming employees.

1. Provide job security for workers

Job insecurity for workers is a direct result of the current difficult economic climate. A World Economic Forum survey found that more than half of workers surveyed are very concerned about their job security.

While it may not be your responsibility to ensure your employees’ job stability, as a good manager you must recognize that employees are naturally less motivated when they feel their career progress is threatened.

If their career is threatened, unfortunately, there is little you can do to motivate them. After all, no amount of feedback or recognition, no matter how positive, can take away the fear of being fired at any time.

What you can do to motivate employees in times of uncertainty is to recognize that they are people whose livelihood depends on a fixed income. Provide support and coaching whenever possible and make employees feel valued and secure in their roles.

If the company is not planning a restructuring, it is important to provide employees with as much information as possible, as this will help them feel valued and appreciated. Gaps in communication between employees and managers can lead to misunderstandings that can negatively impact employee retention and motivation.

2. Mentoring influences employee motivation

According to a CNBC survey, nine out of ten employees who have a mentor are satisfied with their job.

Mentoring has a direct influence on the learning curve of employees. Many of us are fortunate to find the right mentor or advisor to help us through challenges.

According to a survey conducted by Olivet Nazarene University, 56% of those surveyed have had a mentor in their career and, interestingly, 61% said the mentor-mentee relationship developed naturally.

Experienced executives and employees are good mentors because they know the company’s goals and the strengths and weaknesses of their colleagues.

Many companies use mentoring (formal or informal) to guide their employees toward achievable goals. Mentoring has a significant impact on employees’ ability to communicate effectively and understand how to work within the company.

3. Transformational leadership to inspire employees

Transformational leadership is a leadership style that emphasizes freedom of action, creative expression, open communication, and idealistic influence.

These leaders are typically energetic, enthusiastic, and passionate. These leaders are not only interested and involved in the process, but they are also concerned with the success of all members of the group.

Common characteristics of transformational leaders include involving team members in decision making, being open to new ideas, being committed to active listening, and trusting team members as a means of motivating employees.

The leadership structure is one in which employees feel motivated to participate in organizational activities, improve the corporate culture, and deliver the expected performance.

4. Talent Management Initiatives

Retaining talented employees is important to achieving the company’s goals and enhancing its reputation. Talent management strategies give the impression that the company cares about the motivation and engagement of its employees.

Types of talent management initiatives

Advocate for fair and competitive compensation.

Non-recognition encourages talented employees to leave the company and seek new opportunities. Management support attracts motivated employees, and a sustainable compensation structure ensures high motivation and retention.

Career opportunities available.

Cash bonuses are a great way to motivate employees in the short term, but in the long term, you need to look beyond the money.

Some employees seek friendly competition with their peers, while others are more concerned with their careers. If you show these employees the opportunities for growth within the company, they will be motivated in the long run.

An internal ecosystem for learning

For some workers, job satisfaction is directly related to the opportunity to learn and grow within the company. Employees who don’t perform well may simply be bored in their current roles.

Some workers may be content to continue working for a satisfactory salary but may be looking for a new challenge. In general, employees are aware that their job is routine, but if they constantly feel underutilized, they will be less motivated to do their job.

That’s why expanding an employee’s tasks to match their abilities can help motivate them. Once they see real progress, they feel valued and are more motivated to work.

5. Internal employee-focused programs

Work-related initiatives are a good way to motivate employees. However, innovative thinkers sometimes abandon traditional approaches to motivate employees in new and creative ways.

Worker-focused measures should include personal development, team building, and positive thinking activities.

Some examples of worker-focused programs include

Staff proposal workshops.

Managers should encourage team members to find their own R&D opportunities. Feeling empowered about learning opportunities can positively motivate employees to develop new skills that they can bring to the company.

Fun day trips

It can be difficult to organize a day at work to be fun, but giving employees the opportunity to participate in paid team-building activities is a great way to show that they value their contribution.

Activities such as fun activities, team lunches, and charitable team events can foster innovation and help employees make meaningful connections.

Participation in corporate social responsibility (CSR) initiatives.

Employee involvement in corporate CSR projects. Socially responsible brands succeed in motivating their employees: A study published in the Schmalenbach Business Review shows that CSR activities at the inter-company level have a positive effect on intrinsic motivation, while they have no influence on extrinsic motivation It has been suggested that.

Workers prefer to participate in initiatives that have a positive impact on society: a survey conducted by PWC found that 23% of respondents said that work that was meaningful to them was important to their career.

6. Personalize the employee experience

The employee experience is an important part of human resources and business strategy. A work environment that adapts to employee needs and preferences is critical to motivating workers in the wake of the pandemic.

How to personalize the employee experience?

Incorporate feedback and suggestions

Many employers make the mistake of setting corporate goals without listening to their employees. Employees are more interested if they feel they can influence the direction of the company.

Conduct small surveys to determine employees’ needs and wants. Managers should conduct surveys to get open feedback and build a relationship to keep employees motivated.

Promote a strong bonding culture.

Helping a colleague through a difficult time is the best thing a work environment can do for a new employee. Leaders should promote the principles of trust, collaboration, and open communication.

7. Give employees a sense of purpose.

Attractive reward systems, team-building measures, training programs, and a positive work environment can motivate employees. However, these external rewards are not always linked to concrete work and accountability goals for employees.

8. Performance evaluation systems: be creative, not authoritarian.

Complex systems, procedures, and strategies increase workload, reduce productivity, and impair workers’ ability to maintain a positive attitude. Workers should be forced to participate in performance reviews, not the other way around.

According to the Gallup Market Study, only 14% of respondents strongly believe that performance reviews have helped them improve.

9. Use communication to address employee concerns

New hybrid work environments can help maximize work-life balance for field workers: A FlexJobs survey found that 58% of respondents wanted a fully remote work environment in the post-pandemic period, while 39% preferred a hybrid solution The study found. New management strategies are therefore essential to maximize employee engagement and effectiveness in remote environments.

Form internal support groups.

It is important that a committee of remote workers and senior managers listen to and discuss the current concerns of remote workers. The committee will look at what motivates remote workers, what causes work-related stress, and how effective the company’s worker motivation measures are.

Improve the reporting process

Managers and support teams should report to management on employee issues on a quarterly or monthly basis. Remote environments are a new phenomenon for most business leaders. So constant reporting ensures the flow of information and improves work efficiency.

Develop ideas to motivate employees

Leaders know about current team spirit and commitment, motivation, trust, expectations, and preferences. It’s a good idea to brainstorm within virtual teams to develop ideas that encourage employees. You’ll find that ongoing discussions make employees feel valued and improve company morale.

10. Data is the game-changer. Getting the most out of analytics

HR analytics is a secret weapon for managers who want to understand which employees in the workplace have motivational issues. Unfortunately, not all managers have access to the HR analytics tools they need.

They can evaluate reports on how employees spend their time during the workday to understand the factors that reduce employee productivity and engagement.


Post-pandemic, companies must continue to invest in identifying ways to increase employee motivation and morale.

Professional development, work-life balance, healthy snacks, natural light, and reducing time spent in the office are all ways to increase employee engagement, but the best way to motivate employees is simply to work with them, understand their needs, and help them succeed in their careers. It’s about providing the support they need to succeed in their careers.

About Author

Sarah Noah Liam is a 28-year-old Software Management person who enjoys programming, ems software and monitor employee computer. She has a post-graduate degree in Computer science. She was raised in a happy family home with two loving parents.


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Sarah Noah Liam is a 28-year-old Software Management person who enjoys programming, ems software, and screen recording. She has a post-graduate degree in Computer science. She was raised in a happy family home with two loving parents.

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