Tap Into Personal Desires. How well do you know your employee? If you know them well, on a personal level, you can tap into their personal desires and goals to help you motivate them to succeed. Remember that what turns one person may turn another one off.

Set clear goal with definite due dates. Expectations are a wonderful thing. If you delineate specific tasks, there is a better chance you will get results. Choose goals that are both challenging and reachable.

Be certain that they know what their priorities are and the time line in which you expect them to complete those responsibilities. Set up checkpoints and what you expect to be done at these checkpoints. Check in and check up. Walk through work areas at different times each day to check in on them. Stop and ask your lazy employees what they are working on.

Ask for status reports on their work. Leaders have found an increased level of productivity when an employee doesn’t know when to expect you to stop by and check in on their progress but feel certain that you will check in on them.

Be a Good Leader. People work for people. If an employee feels mutual loyalty and thinks you treat them well, then they are much more likely to work hard and help you reach your goals.

Hire prudently! Take your time and look for people who are self-starters, determined, and a great fit for the position and your company. If you hired the wrong person, no matter what you do, you won’t motivate them to get the job done well. Remember, be slow to hire and quick to fire!

Recognize improvement. If your unmotivated employee is improving and you want to maintain their level of productivity, thank them for achieving their goals or milestones … and slowly raise your expectations!

(From a Convention Talk Given by Dr. Mimi)