Motivating Underperforming Employees

As a recruiter, I hear complaints from unhappy employees... ALL THE TIME. Fact: 79% of employees quit... Because they feel unappreciated. Sometimes, it’s not what you do, it’s what you say that drives them away. Want to keep your team happy and motivated? Avoid these 7 phrases at all costs: 1. Don’t Say: "That’s not my problem." 🔴 Translation: "I don’t care about your struggles." 👉 Instead: "How can I support you with this?" ✅ Show empathy. Even if it’s not directly your issue, help them find solutions. 2. Don’t Say: "You’re lucky to have a job." 🔴 Translation: "You’re replaceable." 👉 Instead: "I appreciate the hard work you’re putting in." ✅ Gratitude breeds loyalty, not guilt trips. 3. Don’t Say: "Figure it out yourself." 🔴 Translation: "I’m not here to help." 👉 Instead: "Let’s brainstorm solutions together." ✅ Be a guide, not a wall. Empower them without leaving them stranded. 4. Don’t Say: "Why are you still struggling with this?" 🔴 Translation: "You’re incompetent." 👉 Instead: "What can we do to help you improve?" ✅ Create a safe space for growth, not shame. 5. Don’t Say: "Because I said so." 🔴 Translation: "Your opinions don’t matter." 👉 Instead: "Here’s the reasoning behind this decision." ✅ Transparency fosters trust and mutual respect. 6. Don’t Say: "I don’t have time for this." 🔴 Translation: "You’re not worth my time." 👉 Instead: "Can we schedule time to discuss this later?" ✅ Balance your priorities without dismissing theirs. 7. Don’t Say: "We’ve always done it this way." 🔴 Translation: "Innovation isn’t welcome here." 👉 Instead: "Let’s explore new ideas and see what works." ✅ Encourage creativity and adaptability—it’s how great companies grow. Final Word: Employees don’t leave jobs, they leave bad bosses. Don’t let careless words ruin your leadership. A little empathy goes a long way. Tell me! What’s the WORST thing you’ve heard a manager say? 👇 Share below and let’s learn together! ♻️ Repost to help leaders get better. And follow Shulin Lee for more. P.S. I’ve caught myself saying a couple of these... P.P.S. Still a work in progress, and always will be. 🙏

Before you judge a team member's performance, ask yourself: Is it a skill issue or a will issue? Most leaders treat all underperformance the same. But someone with low will needs something different than someone with low skill. Use this Will vs. Skill matrix that we teach in Accelerate Leadership to guide your approach: Low Skill, Low Will? You need to Direct. These are the tough ones. Clear direction first. Then, if nothing changes, it’s time to move on. High Skill, Low Will? You need to Inspire. They’ve got the talent but not the drive. Your job is to reconnect them to purpose or motivate their actions. Low Skill, High Will? You need to Coach. They’re trying. They care. They just need time and support. These are the ones worth pouring into. High Skill, High Will? You need to Empower. These are your drivers. Challenge them and increase their responsibilities and ownership of people, processes, and outcomes. Great leaders diagnose before they prescribe. Do you agree? #leadership #management #coaching

Performance conversations are more than evaluations—they're opportunities to inspire reflection, growth, and clarity. I've been reflecting on how we can approach these moments with greater purpose.   Too often, we dive into discussions focused solely on outcomes or metrics. But what if we paused to look deeper? What if we encouraged employees—and ourselves—to approach these moments from different vantage points: stepping back to observe like a fly on the wall, zooming out to the balcony for perspective, and then engaging with purpose on the dance floor?   This layered approach challenges us to ask meaningful questions: "What patterns am I noticing? How do my efforts align with broader goals? What could I do better?" It’s a mindset shift that transforms performance conversations into opportunities for growth, even when outcomes aren’t ideal. Here are a few practical ways to bring this perspective to life: 1. Start with Observation (Fly on the Wall): Before diving into feedback, encourage employees to reflect on their contributions objectively. Ask questions like " What moments felt like your strongest? What would you approach differently? help set a tone of self-awareness." 2. Zoom Out to the Bigger Picture (Balcony): Help employees see how their work connects to broader team and organizational goals. This shift in perspective ensures the conversation isn’t just about isolated outcomes but about long-term impact and alignment. 3. Engage with Purpose (Dance Floor): End every conversation with actionable steps and encouragement. Even when feedback is tough, leave employees with clarity and optimism. A simple affirmation like "I believe in your ability to grow from this", can turn a challenging moment into a catalyst for improvement. Performance conversations are a dance between reflection and action, but they’re also about perspective—knowing when to step back, when to zoom out, and when to engage fully. When we guide our teams to critique their own contributions—not to judge, but to grow—we unlock their potential and leave them inspired to improve. Would love to hear your perspective.

Motivation doesn’t disappear overnight, it fades quietly. And if you don’t address it early, it spreads. At first, you see it in the little things: 🟠 Less initiative 🟠 Missed deadlines 🟠 Emotional withdrawal 🟠 Disengagement from team dynamics But soon it spreads to the team, to the quality of work, and ultimately to your culture. So what do you do when motivation drops? Here’s what NOT to do: ❌ Don’t wait until the next performance review ❌ Don’t assume “they’ll bounce back” on their own ❌ Don’t focus only on results Instead, step in early and lead like a coach. 1️⃣ 𝐂𝐡𝐞𝐜𝐤 𝐢𝐧 𝐞𝐚𝐫𝐥𝐲, 𝐫𝐞𝐠𝐮𝐥𝐚𝐫𝐥𝐲, 𝐚𝐧𝐝 𝐢𝐧𝐟𝐨𝐫𝐦𝐚𝐥𝐥𝐲 Motivation issues often hide behind silence. ✅ Make time for short, open-ended 1:1s. ✅ Ask questions like: → How are things feeling for you right now? → What’s been energising you lately? What’s been draining you? → Is anything blocking you from doing your best work? ✅ Listening with curiosity is your best diagnostic tool. 2️⃣ 𝐂𝐥𝐚𝐫𝐢𝐟𝐲 𝐞𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬 & 𝐫𝐞𝐜𝐨𝐧𝐧𝐞𝐜𝐭 𝐭𝐨 𝐩𝐮𝐫𝐩𝐨𝐬𝐞 Low motivation often comes from confusion or disconnection. ✅ Remind your team member: → What they’re responsible for → Why their role matters → How their work fits into the bigger picture Recognition helps too. Not just for results, but for effort, ideas, and attitude. Sometimes a simple “what you did really helped us move forward” makes a big difference. 3️⃣ 𝐂𝐨-𝐜𝐫𝐞𝐚𝐭𝐞 𝐚 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐩𝐥𝐚𝐧 If motivation is dipping, help your team member find a new sense of direction. ✅ Ask: → What do you want to grow into this year? → What skills do you want to sharpen? → What project would stretch or excite you? ✅ Then map it out together. Add structure. Make it real. This turns passivity into progress. 4️⃣ 𝐅𝐨𝐥𝐥𝐨𝐰 𝐮𝐩 — 𝐚𝐧𝐝 𝐝𝐨𝐧’𝐭 𝐥𝐞𝐭 𝐠𝐨! Motivation recovery isn’t instant. ✅ Track progress. Stay connected. ✅ Keep the conversation open. ✅ If the issue persists and starts impacting the team, don’t avoid it → escalate responsibly. But in most cases, what people need is to feel seen, supported, and reconnected. Motivation is not a fixed trait. It’s a signal. And like any signal, it can guide you, if you’re listening 😉 . -- I’m Anne Caron and I help founders and leaders scale their team without losing their soul. I share real-world insights on people strategy, leadership, and building organisations that actually work, for both the business and the humans in it! 👉 Follow me for practical, experience-backed content on scaling consciously, leading intentionally, and building the culture you want from day one. #Leadership #PeopleManagement #Motivation #TeamPerformance #PeopleStrategy #ManagerExcellence #FromZeroTo1000

*** The New Trend- Quiet Cracking *** The Hidden Crisis Affecting Half Your Team (And They're Not Telling You) I was meeting with one of our top performers last month, and while she hit every deadline, something was off. Her contributions in meetings were clipped. The usual spark was gone. When I asked, the answer was always, "Everything's fine." It wasn't until a casual coffee chat weeks later that the truth came out: "I've been feeling overwhelmed for months, but I didn't want to be seen as struggling." She was experiencing what new research calls "quiet cracking" - and she's far from alone. According to a March 2025 study from TalentLMS, a staggering 54% of employees are silently wrestling with feelings of unhappiness, underappreciation, and overwork. They aren't quitting. They are staying put, but quietly fracturing under the surface. What makes this so dangerous is its invisibility. The research found that 47% of these struggling employees feel their managers don't listen to their concerns, creating a vicious cycle of silence. As leaders, we have to stop waiting for problems to be brought to us and start becoming better at knowing our team's well-being needs early on. Three practices that make a real difference: → Go beyond the calendar. Schedule informal check-ins with no agenda other than to connect as human beings. The most important conversations often happen outside of formal meetings. → Ask better questions. Move from "How's it going?" to "What's been weighing on you lately?" or "What's one thing we could change to make your work more energizing?" → Model vulnerability. When you share a challenge you're facing, you give your team permission to be human, too. Your people may not be shouting for help, but they are counting on you to notice. What's one subtle sign you've learned to look for that tells you a team member might be struggling? #leadership #employeeengagement #workplaceculture #talentmanagement #quietcracking

🔥 How to Handle a Difficult Conversation as a Leader 🔥 Difficult conversations are one of the toughest parts of leadership but also one of the most important. The key isn’t just delivering bad news and walking away, but staying engaged, even when it’s uncomfortable. I recently wrote about this in my Harvard Business Review article, “How to Talk to an Employee Who Isn’t Meeting Expectations,” where I shared strategies to turn these moments into opportunities for growth. As an executive coach and advisor, I work with leaders navigating these conversations every day. Here are four things to keep in mind to make the discussion more productive: 👉 Set the stage for collaboration Approach it as a partnership. Start with alignment: “My goal is to provide clear feedback and ensure we are collectively working toward your development.” 👉 Encourage self-reflection Invite them to assess their own performance. “Looking back, what’s working well? What would you improve?” This helps shift the mindset from blame to growth. 👉 Deliver feedback with clarity Be specific and avoid ambiguity. Focus on observed behaviors, not assumptions. Instead of “You’re not engaged,” say: “I’ve noticed you’re quieter in meetings, and team members think you are disconnected.” 👉 Reset expectations and look ahead Frame the conversation around the future. Instead of focusing on what went wrong, ask: “How would you handle this situation differently next time?” Difficult conversations don’t have to feel like confrontations. When approached with preparation, empathy, and a focus on growth, they can be transformative strengthening both performance and trust. Please share in the comments, what strategies have helped you navigate tough conversations? ⬇️ 📖 Read my full HBR article here: https://lnkd.in/eMuV9eWp #Leadership #Coaching #Feedback #FutureOfWork #GrowthMindset #Careers #Thinkers50 #Coach #Professor #Advisor #MG100 #BestAdvice #JennyFernandez

Supporting Stressed Colleagues: The ICARE Framework Whenever I do a keynote presentation to help build caring teams, I ask the audience to raise their had if someone in their life is suffering a mental health issue. That could be someone at work, or in their personal life. 90% of the audience will raise their hand every time. So how do we help them effectively? Some time ago, I developed the ICARE framework to provide five practical steps that we can follow to support a team mate in distress (it's equally applicable to family and friends): I - IDENTIFY Notice when someone's behavior changes. Are they quieter than usual? Missing deadlines? Different energy levels? These shifts often signal someone is struggling. C - COMPASSION Offer emotional support without judgment. Asking "Are you okay?" with empathy can open the door to meaningful connection and support. A - ACCESS EXPERTS Help them find professional support - whether it's a mental health savvy GP or other mental health professionals. You don't need to be the expert, just the bridge. R - REVITALIZING WORK Work can be incredibly therapeutic. When possible, staying engaged (even in modified ways) often supports recovery better than complete withdrawal. E - EXERCISE Never underestimate the power of movement. Offering to take a 30-minute walk during lunch provides both psychological support and physical benefits. Walking features heavily in my own self-care strategy, and when I feel that my mood is declining, I will reach out to a friend to join me on a walk. Reaching out to a colleague in distress can feel like a minefield, but remember that it's not your job to fix them. No one expects you to have all of the answers. The best thing that you can do is show up with intention and practical support. What strategies have you found helpful when supporting colleagues?

When an Employee Isn’t Meeting Expectations: A Conversation, Not a Confrontation Let’s be real—managing someone who isn’t meeting expectations can feel awkward. No one enjoys those conversations, and for the person on the receiving end, it can be nerve-wracking. But before jumping straight to feedback, pause for a moment. What might be going on for them? Have expectations shifted? Are they aware they’re not quite hitting the mark? Before we assume, we need to listen—really listen. Understanding their perspective is the first step towards a productive conversation. Performance isn’t just about ticking boxes; it’s about alignment, clarity, and support. If someone on your team isn’t quite where they need to be, chances are they know it too. So, instead of approaching it with a ‘fix them’ mindset, start with: “Let’s have an open dialogue. My goal is to understand where you’re at, share clear feedback, and work together on a plan that sets you up for success.” This isn’t about pointing fingers—it’s about trust. When people feel heard, they’re far more open to change. Here’s how to make that happen: 1. Set the Stage for Success Before jumping in, get clear on what success actually looks like. Have expectations been clearly communicated? Have they changed over time? No one can improve if they don’t know what ‘good’ looks like. 2. Get Specific Vague feedback like “you need to step up” won’t help. Instead, bring clear examples: ✔️ “In the last three projects, deadlines were missed, which affected the team’s workflow.” ❌ Not: “You’re not proactive enough.” Being specific makes the conversation about actions, not character. 3. Make It a Two-Way Street Instead of assuming the worst, ask questions with genuine curiosity. Maybe they’re struggling with workload, lack of clarity, or something personal. Try: 🔍 “How do you feel about your recent performance? What’s getting in your way?” You might uncover something that completely shifts your approach. 4. Build a Plan—Together This is where collaboration truly kicks in. Work with them to set clear, achievable next steps. Instead of saying, “You need to improve,” try: ✅ “Let’s focus on meeting deadlines for the next two projects. I’ll check in with you halfway through—how does that sound?” When improvement feels like a shared effort rather than a demand, accountability follows naturally. 5. Support, Don’t Just Supervise Most people want to do well. If they’re falling short, be a leader, not just a manager. Offer mentorship, training, or resources if needed. Recognise small improvements—it builds confidence and momentum. No one wants to feel like they’re failing. When someone isn’t meeting expectations, it’s an opportunity to connect, reset, and grow together. Addressing issues with empathy, clarity, and collaboration makes all the difference. Have you ever had to manage a tough performance conversation? What worked (or didn’t work) for you? Let’s talk.

Teams don't need another framework. They need a leader willing to do the hard work. Three themes guide every successful reset: ✅ Change requires honoring the past and building the future ✅ Trust is rebuilt through actions, not just words ✅ Culture lives in daily micro-decisions 9 Lessons to Turnaround a Struggling Team: 1. Honor the Past ↳ Skip the blame game ↳ Recognize those who weathered the storms 2. Name What Stops Here ↳ Be ruthlessly clear about changes ↳ Let them help write the new rules 3. Own Your Role ↳ Admit your mistakes first ↳ Show vulnerability to build trust 4. Reset the Target ↳ Paint a clear 6-month picture ↳ Make excellence visible 5. Define Winning Behaviors ↳ Cut the corporate jargon ↳ Show exactly what good looks like 6. Create New Rituals ↳ Build unbreakable habits ↳ Design moments that matter 7. Embrace Iterations ↳ Accept messy progress ↳ Win small, learn fast 8. Rebuild Trust Daily ↳ Start from zero ↳ Match words with actions 9. Catch Them Winning ↳ Highlight specific behaviors ↳ Reinforce what matters most The team craves a turnaround. They need you to take the first step. 🔔 Follow Marsden Kline for more ♻️ Share to help someone Carousel by Dave Kline

5 ways to lead with kindness when team behavior  doesn't add up (and what's often behind it): Watching Chadwick Boseman in this video honoring Denzel Washington reminded me we never really know what others are facing behind the scenes of life and leadership: Your team members might be: ↳ Battling anxiety ↳ Managing an addiction ↳ Caring for a sick loved one ↳ Navigating a messy divorce ↳ Dealing with financial stress ↳ Processing life-changing news ↳ Experiencing workplace bullying ↳ Managing a chronic health condition ↳ Facing personal or professional turmoil ↳ Supporting a child's mental health needs These are just a few of the struggles clients have shared with me in my 18 years of coaching, but rarely with their colleagues. These hidden battles often show up in ways that puzzle leaders: ↳ The star performer who's suddenly unreliable ↳ The usually accessible director who goes missing ↳ The teammate who drinks too much at the company party ↳ The collaborative peer who becomes withdrawn or defensive in meetings When you notice these disconnects, what's your first response? Instead of judgment, try these simple 5 approaches: 1. Be responsive  ↳ Rather than "Your reports are late," try "I've noticed a change in your workflow. Do you need any support?" Create space for sharing when they're ready. 2. Look for patterns, not incidents  ↳ One missed deadline might be nothing. Consistent changes signal something deeper. Track patterns with compassion, not criticism. 3. Check your assumptions  ↳ That "unmotivated" team member might be exhausted from eldercare. Their performance isn't about commitment. It's about capacity. 4. Practice perspective-taking  ↳Our limited perspective often leads to limited understanding. Ask yourself: "What might I be missing about their lived experience that would change my interpretation of their behavior?" 5. Offer flexible support, not fixed solutions  ↳ Ask "What would help you right now?" instead of prescribing what worked for someone else. Focus less on being "in charge" and more on caring for those in your charge. When you create a space where people can bring their full humanity to work, even on their most challenging days, you build a culture where resilience blooms from vulnerability. "Let he who has watered, be watered." - Chadwick Boseman. The kindness you plant today becomes the flowers someone gives you when you least expect it. Think about the leaders who've made the deepest impact in your life so far. What was it about their presence during challenging times that made such a difference? How might you embody that quality with your team today? 🎥: ACHIEVEMPIRE via YouTube ♻️ Feel free to repost if this resonates. ＋ Follow me (Michelle Awuku-Tatum) for more insights on human-centered leadership, team dynamics and company culture.