Dear Thoughtful Leader: How do I motivate an underperforming team?

Manager struggles with motivating a team of underperformers. The team has lost interest and despite warnings of being fired, they show indifference.

Hello Thoughtful Leader Community 👋,

Step into the August edition of The Thoughtful Leader newsletter, where we dive into the realm of motivating underperforming teams. Join us as we assist a manager in unraveling the challenge of cultivating a motivated and engaged team amidst low performers. And before you leave, vote on our poll, so we can better tailor the newsletter for you.

Keep leading thoughtfully,
Team ManageBetter

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🚀 How do I motivate an underperforming team?

Dear Thoughtful Leader,

Yesterday, I was told that my team is the worst performing team out of all the teams. I’ve done everything I can to get my team on track, including sending HR-approved warnings, 1:1’s, and even coaching, but people are losing interest and are therefore unwilling to put in the work. My team now consists of bottom performers, since the top performers have moved to a different teams. This is obviously very frustrating, but I’m at a loss and don’t know what to do at this point. Even my worst employee, despite receiving a warning to be fired, remains indifferent. This problem has reached a point where it is taking a heavy toll on me emotionally and physically. Help!

Sincerely,
Manager Navigating Turbulent Waters

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Dear Manager Navigating Turbulent Waters,

I can sense the immense pressure and distress you're experiencing due to the challenges with your team's performance. It's undoubtedly disheartening to find yourself in such a tough spot. First and foremost, take a deep breath and remind yourself that you're doing your best in a challenging situation.

It's clear you've put a lot of effort into trying to motivate and guide your team. Your dedication is commendable, and your persistence shows your commitment to helping your team succeed. However, it seems that the current strategies might not be yielding the desired results. Sometimes, a fresh perspective or alternative approaches can make a significant difference.

Open communication

Initiate open conversations with your team members and listen to their concerns. Understanding their perspectives and challenges can guide your efforts in the right direction. Don’t assume you already know the root cause of an employee’s lack of effort. Here are some targeted questions to ask your employees in a one-on-one setting to help you identify what might be contributing to their underperformance and lack of motivation:

• What aspects of your role bring you the most enjoyment and motivation?

• What challenges or frustrations do you experience in your role?

• Do you feel fully equipped for all aspects of your responsibilities?

Goal setting

Collaboratively setting clear and achievable goals with your team members can provide them with a sense of purpose and direction. Employ the SMART framework to set goals that are specific, measurable, achievable, relevant, and time-bound. When individuals understand the impact of their work and see a clear path forward, they’re more likely to be motivated to put in the effort. Help your team members clearly understand how their work directly impacts the larger company mission, their customers, colleagues, and other stakeholders.

Training and development

Investing in your team's professional development not only enhances their skills but also demonstrates your commitment to their growth. Start by identifying specific skills that need improvement, then curate a list of relevant resources and training to help the employee up-skill. Providing the necessary tools and resources can empower your team members to perform better and contribute more effectively.

Recognition and rewards

Acknowledging and celebrating small successes can have a positive impact on morale and motivation. Recognizing your team's efforts, even for minor achievements, fosters a sense of accomplishment and encourages them to continue striving for improvement. Combining this with positive and timely feedback also helps your team know what the right performance behaviours look like and what they should continue to strive to do.

Finally, know that you don’t have to do this alone. Find support in your manager, other managers, mentors, and peers to get their guidance on how to address this. Their insights can offer fresh ideas and perspectives. 

Sincerely,
The Thoughtful Leader

Got a leadership or management question you’d like to see answered? We'd love to hear from you at dearTL@managebetter.com.

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🔎 Discover more helpful resources

Mastering the art of giving feedback to an employee

Free performance log template for effective coaching

4 ways to motivate your employees

How to deliver effective workplace feedback and discover your employee’s ideal feedback style

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