How to Motivate a Non-Performer
Turning Resistance into Results With Heart and Strategy
“People don’t buy what you do. They buy why you do it.” — Simon Sinek
Every leader has faced it. The team is cruising along, goals are being met, and then there is that one person who seems to be rowing in the opposite direction. You give them clear feedback, offer support, maybe even a few pep talks, but nothing seems to stick.
Sound familiar?
Before you throw your hands up in frustration or start updating the job description, take a deep breath. Every non-performer has a story, and great leaders know that motivation begins with understanding. Let’s break down how to turn disengagement into momentum using empathy, curiosity, and clear expectations.
Here are seven practical steps to help you navigate this challenge with both heart and strategy:
Step 1: Find the Real Reason Behind the Resistance
Underperformance is rarely about laziness. More often, it’s about a lack of clarity, confidence, or connection. Some people are in the wrong seat. Others feel unseen, unheard, or unsure of what success looks like.
The first step is to ask, not assume. Try this: “I’ve noticed you seem less engaged lately. What’s getting in your way?” Then listen without judgment.
Sometimes the issue is skill-related and needs training. Other times, it’s emotional. Maybe they feel undervalued or disconnected from the team’s mission. Once you know the “why,” you can tailor your support instead of applying a one-size-fits-all solution.
Step 2: Lead With Curiosity, Not Criticism
When someone is underperforming, the easiest reaction is frustration. But frustration rarely inspires growth. Curiosity does.
Ask open-ended questions like:
“What part of this project feels unclear?”
“What would help you feel more confident in your role?”
“What motivates you most about your work?”
Approach the conversation as a coach, not a judge. You’re not there to fix them. You’re there to help them see their potential again.
When people feel genuinely heard, their defenses drop, and motivation starts to rise naturally.
Step 3: Reset Clear Expectations Together
After understanding the root cause, it’s time to realign. Non-performers often struggle because expectations have become blurred or inconsistent.
Sit down together and outline what success looks like in specific, measurable terms. Clarity brings accountability, and accountability builds confidence.
You might say, “Here’s what I need from you, and here’s what success will look like when you achieve it.” Then ask, “What support do you need from me to make that happen?”
That simple shift turns the conversation from confrontation to collaboration.
Step 4: Rebuild Confidence Through Small Wins
Sometimes, underperformers have been hearing “you’re not doing enough” for so long that they stop trying altogether. Your job is to help them believe in progress again.
Start small. Assign achievable tasks that allow them to rebuild momentum. Then celebrate even minor improvements.
Recognition is fuel for motivation. When people feel seen for their effort, not just outcomes, they start to re-engage.
Try saying, “I noticed the way you handled that client call today. That’s exactly the direction we want to keep going.” Small moments like that build self-worth, and self-worth powers performance.
Step 5: Balance Compassion With Accountability
Empathy is essential, but so are boundaries. If you’ve been clear about expectations, provided support, and still see no effort or improvement, it’s time for a direct but professional conversation.
You can be kind and firm at the same time. A simple phrase works wonders: “I want to see you succeed here, but continued lack of progress puts the team at risk. How can we turn this around together?”
This lets the person know that you care, but results matter. Leadership is about holding people accountable without crushing their spirit.
Step 6: Know When It’s Time to Let Go
Sometimes, despite your best coaching and care, the person simply doesn’t want to change. And that’s okay. Your responsibility is to the team as a whole.
If someone consistently chooses not to grow, you can part ways respectfully. Ending a poor fit is not failure. It’s protecting the energy, trust, and performance of the team.
Strong leaders make tough calls with integrity and empathy.
Step 7: Learn From the Experience
Every non-performer teaches a leader something. Maybe you’ll discover a gap in communication or a need for earlier feedback. Perhaps you’ll realize your team needs clearer goals or more recognition.
Reflect on the situation and ask yourself, “How can I prevent this pattern from repeating?” Growth isn’t just for your team. It’s for you, too.
The Heart of Motivation
Motivation doesn’t come from pep talks or pressure. It comes from purpose. When people understand why their work matters and feel valued for who they are, performance naturally follows.
That’s the core message of Drive by Daniel H. Pink, our book of the week. Pink explains that the real motivators are autonomy, mastery, and purpose. In other words, people perform best when they have ownership over their work, the chance to grow, and a sense of meaning in what they do.
Your role as a leader is to create the conditions where those motivators can flourish.
Your Challenge This Week
Think of one person on your team who’s been struggling. Set aside time for an honest, open conversation using the steps we covered today. Listen first, clarify expectations, and recognize progress.
Sometimes the slightest spark of belief can reignite someone’s drive to succeed.
Subscribe to the EXCEL2WIN Leadership Newsletter for weekly tools, strategies, and inspiration to help you lead with confidence, compassion, and purpose.
Book Summary — Drive: The Surprising Truth About What Motivates Us by Daniel H. Pink
In Drive, Daniel H. Pink challenges the old belief that rewards and punishments are the keys to motivation. Through research and storytelling, he reveals that people are driven by three powerful forces: autonomy (the desire to direct our own lives), mastery (the urge to improve and grow), and purpose (the need to contribute to something meaningful). When leaders build environments that nurture these motivators, performance and satisfaction rise naturally.
This message connects perfectly to our Week 3 article, How to Motivate a Non-Performer. True motivation doesn’t come from pressure or control—it comes from giving people ownership, opportunities to grow, and a reason to care. When leaders create those conditions, even struggling employees can rediscover their drive and transform into high-performing contributors.
Ready to reignite your team’s motivation? Get your copy of Drive today and subscribe to the EXCEL2WIN Leadership Newsletter for weekly insights to help you perform—and lead—at your best.
