Page 112 - Perfect Phrases for Motivating and Rewarding

■ Some underachievers may never have been appreciated or
told that their work made any significant contribution. Or they
may have learned how to “just get by” years ago and may
come alive if you spark their interest.
■ You might be supervising someone who has felt “used by
the system” in the past and is on the defensive regarding
personal time and space. Show that you are not going to take
advantage, and you may see defenses come down and work
performance improve.
■ Explain to the employee how he/she fits into the organization
and the importance of the job he/she is doing.
■ Give developmental feedback. Don’t worry so much about
crushing the spirit of the blasé underachiever that you refrain
from giving solid developmental feedback. Such feedback has
the potential to turn around an apparent lack of motivation
and follow-through.
■ Clarify your expectations and give clear direction. Often
people don’t realize the little steps needed to complete a job.
■ Be diligent about praising even small, positive changes and
jobs done well.
■ Assess whether additional training in a particular skill set will
improve confidence, abilities, and drive.
■ Encourage attendance at professional conferences.
■ Confidence and self-esteem may be issues for the blasé
underachiever (which also may be the case for the career
underachiever).
■ Examine whether a person is over- or underqualified.
Sometimes someone is just the wrong fit for a job.

Motivational Phrases—Blasé Underachievers
■ “You tend to procrastinate routine tasks. Why do you think
that is?”
■ “What do you enjoy most about your workday?”

99