How to motivate employees that don't want to grow

So, you’ve got an underperforming employee or maybe a team member who just isn’t progressing. Despite your best efforts, they’re either struggling to improve - or seem resistant to change.

You know that they could be more motivated in their role, and be progressing their career. But something's holding them back.

It’s easy to feel frustrated. But when we nurture our people and work to increase employee motivation, it’s not just good for them - it’s good for the whole business. When employees feel supported, they do their best work. They stay longer, contribute more, and strengthen your team, which in turn boosts employee retention and builds a more stable, resilient workplace.

So, what can you do?

Here are five ways to motivate employees and increase employee engagement: 

1. Employee motivation starts with listening

Start by understanding why your employee or team member is resistant to change. If they’re offering excuses for poor performance, don’t just accept or dismiss them - dig a little deeper. Ask thoughtful questions. Listen with care.

Could there be something outside of work affecting them? Is there something within the role that’s become a barrier? Ask how you could better support them, or what changes might help them feel more motivated. Sometimes, a small shift can make a big difference in employee performance. It may even help reduce the risk of decreased productivity and improve team morale over time.

Involving employees in these conversations is key. When individual employees feel heard and are part of shaping the solution, they’re more likely to engage.

2. True employee development happens when you understand your people

We each have a unique set of factors and values that drive and motivate us. They determine the priorities we set for ourselves. Some of these factors are very personal. But to get a general gauge of an employee's values and motivation factors, tools like Myers-Briggs or DiSC can help. They’re not perfect - but they can give insight into how people work best and what drives them.

Understanding someone’s personality type can help you communicate more clearly, set meaningful performance goals, and shape your support in ways that resonate. It also opens the door to conversations around job demands and well being - essential elements in creating a healthy work life balance.

3. Motivate employees by creating the right environment for growth

You can’t force someone to grow, but you can create the right environment for growth to happen.

This might mean building a stronger team culture, sharing your own passion for the business, or giving people space to contribute to something bigger. When energy is high and people feel appreciated, even underperforming employees can find renewed motivation.

The Harvard Business Review suggests a smart approach: help people find their own solutions. Start by getting to know what drives them. How might your own response or management style be affecting theirs? Are your goals aligned?

If your original plan doesn’t fit, that’s okay. You might discover new strengths to build on. For example, if someone misses deadlines because they’re busy chatting with colleagues - perhaps their people skills could shine elsewhere. Instead of sending them on a time-management course, could you get them involved in a social committee? This kind of positive redirection can be more motivating than formal courses and the employee may then perform better in their role in general.

But remember, employees underperform for many reasons. Sometimes, external factors like personal issues or workplace stress play a major role. More than one conversation may be needed to fully understand what’s going on.

If things still aren’t working, it’s time for a chat. Sit down together, share your views and look for common ground. Keep it collaborative. Having regular check ins can help keep employee's progress on track.

And throughout, make sure you're keeping track of all shared plans, professional development opportunities, and performance goals in a safe and secure place - performance management software makes this easy.

4. Incentivise your team in a way that works for them

Recognition matters. It can be a powerful motivator for underperforming employees and make employees feel seen and valued.

The reward doesn’t have to be big. It might be a pay rise, a promotion or incentive pay like a bonus, gift or team meal - but a simple thank you or shout-out in a team meeting can also go a long way. Positive feedback like this helps boost employee morale and overall job satisfaction. Tools like Breathe’s Kudos make it easy to show appreciation in a way that’s quick, consistent and visible.

Ultimately though, you want to think about what would genuinely encourage and motivate the individual, and celebrate their progress, however small. Whether it's acknowledging a shift in work ethic or providing guidance around career advancement, the small things add up to a positive impact.

5. Be clear about employee expectations 

If positive steps haven’t led to change, you may need to take a more formal approach.

That doesn’t mean punishment - it means clarity. Set out exactly what’s expected and what happens if things don’t improve. Keep the conversation open and supportive, but don’t shy away from honest, constructive feedback.

This might include disciplinary methods or a performance improvement plan that helps underperforming employees understand their goals and track their progress. A clear action plan, combined with regular feedback and performance reviews, gives everyone the best chance of success.

You may also want to take a moment to reflect on the employee's role in the wider team and how their development connects to company goals. Highlighting positive relationships within the team and how their contributions support the team's goals can help employees feel more motivated.

If someone knows what success looks like - and what’s at stake - they’re more likely to engage with the process.

Helping de-motivated or underperforming employees move forward takes patience, empathy and clarity. It won’t always be easy, but when it works, everyone benefits.

And even if change doesn’t come, you’ll know you approached it with integrity and care. This is the kind of leadership that builds trust, supports employee development, and drives long-term success within a positive work environment.

Support employee motivation and growth with free line manager training

Want to feel more confident when it comes to motivating and supporting your team? Whether you're a business owner, HR professional or line manager, our Line Manager Essentials courses are here to help.

Inside Breathe’s free online learning hub, the Growth Academy, you’ll find practical, bite-sized and expert-led courses to help you get the most from your people.

Start with our Communicating with your team course, which includes a module on motivating and empowering your team. Or dive into our Rethinking performance management course, packed with practical advice on giving and receiving feedback, leading effective 1-2-1s and performance reviews, and supporting your team's learning and development.

Explore the Growth Academy and help your team thrive.