7 Ways to Motivate Unproductive Employees

7 Ways to Motivate Unproductive Employees

Are any of your employees giving you any of the following excuses

not to do work?

Health Problems Burnout

Jury Duty Traffic Problems

Allergies Personal Reasons

Migraines Not Enough Pay

Not In Job Profile What is in it for me?

Fear of Failure I forgot

There was an emergency I didn’t know how to do it

Sudden onset of illness Overworked

Common Excuses Unproductive Employees Give

Here are the top 7 ways to motivate bad,

unproductive and time-sucking employees.

“The most difficult thing is the decision to act, the rest is

merely tenacity.” —Amelia Earhart

1. Support New Ideas

Supporting new ideas and giving an individual the chance to ‘run with it’ is motivating, whether or not it works out in the end.

2. Recognize Professional Achievements

Everyone wants to be recognized. The acknowledgement of a job well done coming from upper management or the owner of the company will mean more to an employee than you think.

3. Reward Accomplishments When a pat on the back or high five is deserved, why not give that to an unmotivated employee. If that doesn’t do the trick, monetary compensation will.

4. Give Challenging Tasks People can’t grow if they are constantly working on tasks they do day in and day out. Allow them to develop new skills by giving them newer and more challenging tasks to complete. Make sure that the tasks are reachable and within the frame of the person’s expertise.

5. Encourage Creativity Management does not mean controlling every step. It means making sure that all activities are being implemented. Give your employees the freedom to find their own unique ways of doing things.

6. Don’t Let Them Get Bored In order for your employees to be enthusiastic and productive, you need to prevent them from getting bored. Celebrate birthdays, use breaks as an opportunity to get to know each one other and make the workplace fun.

7. Ask for Feedback Allow your staff the opportunity to provide feedback without them feeling that their job will be on the line if they do. Anonymity should be guaranteed. Perhaps add a suggestions box at the front of the office.

Should you decide to keep your problem employee on staff, make sure to continue to monitor his or

her behavior. Hopefully, you’ll recognize improvements and it’s important to acknowledge them.

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