Page 114 - Perfect Phrases for Motivating and Rewarding

■ Some people have enough and don’t want more. They
don’t need the bigger paycheck or want more hours or
responsibility. They are where they are for a reason—it’s where
they want to be.
■ The career underachiever is like the big fish in a little pond—
highly successful in the present position and seemingly
overqualified with wasted talents. If someone is happy in a
position and doesn’t want to change, what does wasted mean?
A promotion could mean longer hours, less time at home,
or less contact with people all day. You have to know what
someone enjoys in order to motivate.
■ Never hold someone back, but show your appreciation for
those who choose to stay where they are. If someone is doing
a highly competent job and wants to stay put, be happy for
that employee and grateful to have such a competent person
in that position.
■ There are no small roles on any business stage. Whether
someone is working behind the scenes or out in front of
clients or customers, everyone has some impact on how
the product functions, how it’s packaged, how the service is
provided, how the customer sees the company, or the morale
of other employees. Everyone has some impact. Make sure all
employees know the importance of their roles.
■ For the career underachiever who does not realize her
potential, your role in noticing, acknowledging, and
encouraging that potential is critical.
■ Confidence and self-esteem may be issues for the career
underachiever (which also may be the case for the blasé
underachiever).
■ Positive feedback is important for everyone, but it may make
all the difference for an underachiever.
■ Be sensitive to the career underachiever’s underlying
motivation. Avoid variations of “What’s a smart girl like you
doing in a joint like this?”

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