"I'm sorry, but I just can't reach that person. I've tried 1-on-1s, training and performance improvement plans. Nothing seems to work. That person just does not want to be engaged."
Have you ever felt that way about someone on your team? Someone who has caused you to second guess your own leadership ability? Whenever someone doesn't do their job thoroughly, it can be classified as either a knowledge or a motivation issue. It's either: I don't know what to do OR I know what to do, but choose not to do it. Knowledge issues are easier to address because the answer is usually training or some type of job aid. Motivation issues are trickier because now you're dealing with someone who DECIDES not to do the task correctly.
So, what's the answer? How do you reach the un-reachable and engage the un-engagable?
️The answer, largely, has to do with you (the leader). Let's pretend that you're my manager, and you ask me to do something. Even if I don't feel like doing that thing, I'll still do it - because I don't want to let you down. Our relationship should push me to consistently give my best because you consistently give me your best. Performance excellence is largely a symbiotic relationship between the leader and EACH person on the team. As a leader, you must foster a culture of caring on your team every day. Consistently care about each person's success, both personally and professionally. And when you do so, you'll notice the un-engagable begin to care more about themselves; which translates into how much they care about their work, their co-workers and the team overall.
