5 Tips on How to Motivate Lazy Employees (With Coworkers — Male-Female Relationship)

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How to motivate lazy employees

Since employee motivation is crucial to a company’s success, many wonder How to motivate lazy employees.

If you take to the internet, you will find many credible resources, research studies, and tips on motivating lazy employees. There are several ways to motivate employees and increase their engagement in the workplace.

For instance, lucrative salary packages, supportive administrative staff, and a conducive work environment are the proven hacks to enhance employee satisfaction, engagement, and productivity. Likewise, offering work-from-home opportunities to homemakers, new mothers, and even male candidates on maternity leaves is one way to meet organizational goals and ensure workers’ commitment and motivation without hiring new incumbents.

Besides, new incumbents take time to adjust, learn duties, and give satisfactory results. And it hits the loyalty of other workers if you let go of productive or seasoned employees rather than allow them some flexibility in dire situations.

When learning how to motivate lazy employees, you must remember that triggers for motivation are different for different employees. Employees also need moral support and encouragement apart from tangible benefits and wages.

Hence, promote a long-term relationship that benefits both sides. Ponder over and understand the reasons and demotivating factors at the workplace and evaluate How to motivate lazy employees.

Tips on How to motivate lazy employees

1. Address grievances timely

Bullying, harassment, judgment, delayed justice, deliberate negligence, employment terms and conditions, risks to well-being, or other grievances also demotivate employees. Lack of synchronization and compatibility with the working environment, conditions, or those with influence increases demotivation.

As part of this guide on how to motivate lazy employees, do not ignore incidents of unfair treatment, complaints against company policies, or fellow workers’ behaviors. Address grievances timely. Seek the cooperation of everyone and conduct a thorough investigation of the matter.

Treat everyone at the same level in the workplace without attributing them to status in the organizational hierarchy. Fair and equal treatment clears off their doubts of favoritism and minimizes the chances of needless politics among coworkers. And it means holding accountable those who do wrong or jeopardize fellow workers.

The same should apply to the staff at a higher level, including company executives. But first of all, define rules of professional conduct at the workplace and spell out accountability and grievances addressing mechanisms.

2. Ensure job security

People invest their time and resources to succeed in their professional pursuits. They envision a long-term future by striving to do their best. But uncertainty and lack of commitment from the company raise their fears and hamper their performance.

If they do not have a hopeful future in a company, they cannot uncap their potential and involve wholeheartedly. And the fear of getting replaced by new talents further hinders their day-to-day commitments. They keep looking for other opportunities than focusing on the impending tasks and producing desired outcomes.

Job insecurity is also a source of their physical and mental exhaustion. They cannot develop a loyal and lasting relationship with the company that does not ensure their well-being, financial security, and professional growth even after untiring efforts.

When researching how to motivate lazy employees, numerous studies also documented the impact of job insecurity during the COVID-19 pandemic on employees’ demotivation and how it increases their work-related stress.

You can explore the details here and understand How to motivate lazy employees in uncertain circumstances.

3. Offer unbiased opportunities

Many employers still practice unfairness while hiring and offering career development opportunities to their workers. They provide more benefits and higher salary packages to male candidates than their counterparts for the same duties and workload.

A recent analysis report also estimates that the gender pay gap in the United States for women was 16% less than for men in 2020. And the pay gap stays stable for over a decade. If the statistics from a developed country depict gross unfairness, one can foretell the situation in developing and underdeveloped countries.

Such incidents of bias contribute to the discouragement of female workers. Unfair and biased treatment also creates more gaps among coworkers, increases grievances, hampers their productivity, and the cumulative outcomes do not go well with the organization’s ambitions.

4. Encourage diversity and inclusivity

A diverse and inclusive culture ensures everyone feels engaged, involved, supported, and acknowledged regardless of their personal and professional traits, disabilities, background, and track record. Such an environment provides everyone with equal opportunities. And it yields more beneficial outcomes for organizations as well.

Studies show that such an organization is two times more likely to fulfill or exceed set financial goals and six times more creative and innovative. But unfortunately, diversity and inclusion are merely slogans to impress others and showcase a credible image.

Workplaces can hardly welcome diversity and inclusivity, unlike how they promote and preach. Many feel marginalized based on their traits, beliefs, and backgrounds. However, workers can only produce expected outcomes when they can uncap their potential at the workplace.

If the workplace environment makes them feel subjected, forlorn, alien, and indifferent, these concerns only waste their time rather than get to work. If you are serious about how to motivate lazy employees, it would be best to allow access to resources, give room to raise concerns, encourage collaboration, and provide equal development opportunities.

Set goals

Setting goals is essential to a company’s success when learning how to motivate lazy employees. Goals pave the path and navigate operations, activities, and the workforce. If you keep unrealistic anticipations from employees and expect 100 percent effort, you will not get results.

Unrealistic expectations increase their anxiety and prove to be counterproductive. Keeping everyone engaged in every task does not produce outcomes and causes fatigue for everyone. Then it is useless to ponder How to motivate lazy employees.

Thus categorize what you want from your employees and instruct them in the right direction. Set achievable goals, define duties, and delegate responsibilities.

Conclusion

This piece highlighted a few tips on How to motivate lazy employees. But the enlisted tips are not the only means to augment employees’ motivation at the workplace. Employee motivation is subjective for individuals and varies in different workplaces, so understand what suits the work environment and motivates your employees’ interests.

Anyway, do not ponder more over the causes alone. Now that you have some in-depth know-how and know How to motivate lazy employees, it is time to make visible and practical changes, implement employee-friendly policies, improve workplace environments, and push your employees.

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