Employee productivity is one of the cornerstones of any business’s success. Modern workplaces face the twin challenges of identifying the most productive employees and motivating their workforce to be innovative, passionate and dedicated.
Your company is only as healthy and happy as those working there. For a business to be successful, it’s essential to have high productivity from the entire team. To succeed, you need to identify productive and unproductive labor, understand the reasons behind it, and take steps to correct the latter.
This article will discuss the traits of ineffective employees, how to assist them and strategies for developing a more driven and productive workforce.
Why is workplace productivity important?
Businesses grow by achieving goals while maintaining a competitive edge, and for this, they need high productivity. A motivated and highly productive workforce can bring positive results by ensuring that resources are utilized effectively. When employee engagement is high, a company develops a culture of collaboration and innovation that leads to success.
When issues crop up – team dynamics are disrupted, progress is stifled, and employees become unproductive and have low morale. Thus, it is indispensable for managers to identify such issues and find ways to manage unproductive employees.
How to spot unproductive employees: 5 traits to look for
Spotting some key traits can help you distinguish between productive and unproductive employees. While occasional dips in motivation are normal, consistently unproductive behavior can harm team efficiency and workplace morale. Identifying these patterns early allows managers to take corrective action before they affect overall performance. Here are five common traits of unproductive employees:
1. They procrastinate on important tasks
If an employee frequently delays essential tasks while focusing on minor, low-impact work, they may be struggling with procrastination. These individuals convince themselves that they can complete important tasks later, often underestimating the urgency or complexity of their work. While occasional breaks from demanding tasks are necessary, chronic procrastination leads to missed deadlines and declining performance.
Tip: Determine if the employee needs guidance or structure. Overthinking can sometimes lead to inaction, so help them break down tasks into smaller milestones and ensure they get started as soon as possible.
2. They make frequent excuses
It’s normal to miss targets occasionally, but unproductive employees often deflect responsibility by making excuses instead of acknowledging areas for improvement. They might blame external factors or shift accountability to others rather than assessing their own performance. If this pattern persists, it signals a lack of ownership and commitment.
Tip: Fear of failure can prevent employees from taking on bigger responsibilities. Reassure them that setbacks are learning opportunities and that effort and initiative matter more than perfection.
3. They constantly complain
Employees who frequently complain about the organization, their tasks, or their colleagues can create a negative work environment. While constructive feedback is valuable, persistent negativity can demoralize others and lead to disengagement within the team.
Tip: Have an open conversation to understand their concerns. If their grievances are valid, address them promptly. If their complaints stem from a negative mindset, encourage a solutions-oriented approach instead.
4. They avoid taking initiative
Some employees do only the bare minimum and hesitate to step up when needed. They rarely offer ideas, volunteer for additional responsibilities, or contribute beyond their basic job descriptions. Their lack of engagement signals disinterest in growth and collaboration.
Tip: Create a culture that rewards and recognizes proactive efforts. Publicly appreciate employees who contribute innovative ideas or take ownership of challenges to inspire others to do the same.
5. They struggle with time management
Unproductive employees often mismanage their time, leading to missed deadlines and unfinished tasks. They might frequently multitask without completing anything substantial or spend excessive time on non-priority activities. Poor time management can affect not only their individual productivity but also disrupt team workflows.
Tip: Encourage employees to prioritize tasks effectively using time-blocking techniques or productivity tools. Setting clear deadlines and expectations can help them stay on track.
Recognizing these traits early allows managers to provide the necessary support, whether through coaching, training, or constructive feedback. However, addressing unproductivity is only half the equation — it’s equally important to cultivate a motivated workforce. In the next section, we’ll explore the key traits that define highly motivated employees and how to foster them in your team.
5 traits of motivated employees
Motivated employees are the backbone of a productive workplace. They take initiative, embrace challenges, and continuously seek growth. Their engagement not only drives personal success but also contributes to the overall performance of the company. Here are five key characteristics of highly motivated employees:
1. They ask insightful questions
Motivated employees are genuinely interested in understanding the bigger picture. They ask thoughtful questions to gain clarity, improve their work, and contribute to company success. Unlike disengaged workers, they are not afraid to seek information for fear of looking uninformed.
2. They set goals and track progress
High-performing employees don’t just work — they work with purpose. They set clear, measurable goals and consistently track their progress. They regularly update their managers on milestones and take ownership of their results, ensuring alignment with organizational objectives.
3. They actively seek feedback
Rather than fearing criticism, motivated employees view feedback as a tool for growth. They actively seek input from managers and peers, using it to refine their performance and achieve better results. This willingness to learn from others strengthens their contributions and professional development.
4. They continuously learn and upskill
A strong desire to learn is a defining trait of productive employees. Whether it’s acquiring new skills, improving existing ones, or taking on challenges beyond their comfort zone, they demonstrate a growth mindset — constantly evolving to stay ahead.
5. They take initiative and solve problems
Motivated employees don’t wait for instructions — they anticipate challenges and take action. They proactively identify inefficiencies, propose solutions, and step up when needed. Their problem-solving attitude makes them valuable assets to any team.
Once you’ve identified these traits in employees, it becomes easier to differentiate between productive and unproductive workers and implement strategies to support and motivate those who may be struggling.
How to manage an unproductive employee
Managing unproductive employees requires a combination of empathy and accountability. Providing tailored solutions and consistent follow-ups can help turn performance around. Here’s how to approach the situation effectively, supported by real-life examples:
- Identify the cause
Unproductive behavior may stem from personal issues, lack of skills or unclear expectations. Understanding the root cause is the first step.
Example: A sales executive at a mid-sized company consistently failed to meet targets. Upon investigation, their manager discovered they were struggling with the CRM tool used for tracking leads. By addressing the gap through proper training, the employee’s productivity improved significantly within three months.
- Provide feedback
Offer constructive feedback to highlight areas that need improvement, ensuring the tone is supportive rather than critical.
Example: A marketing associate at a tech startup frequently missed deadlines for social media campaigns. Instead of reprimanding them, the manager held a one-on-one meeting to discuss the issue and identified that the associate was overwhelmed with multitasking. Delegating some responsibilities helped the associate focus on their core tasks, improving their output.
- Set clear goals
Clearly define performance expectations and set measurable targets to give the employee a clear sense of direction.
Example: At GE, under Jack Welch’s leadership, employees were expected to adhere to high-performance standards. When a team member fell short, managers used KPIs (Key Performance Indicators) to set short-term and long-term goals. These defined benchmarks helped employees align their efforts with organizational objectives, reducing ambiguity in what was expected.
- Offer support
Provide training, mentorship, or tools to help the employee succeed. Sometimes, the employee’s underperformance might be due to inadequate resources or guidance.
Example: At a multinational consulting firm, a junior analyst struggled with data visualization tasks. The team leader paired them with a mentor who provided hands-on training in tools like Tableau and Power BI. Within weeks, the analyst developed the necessary skills, became confident in their role, and delivered high-quality reports.
- Monitor progress
Regularly check in to evaluate improvements and provide ongoing encouragement to ensure the employee stays on track.
Example: In a retail chain, a store manager implemented weekly performance reviews for a cashier who had frequent customer complaints about speed. These reviews helped the cashier understand specific areas to improve, and within a month, customer satisfaction scores at the register rose by 25%.
- Take decisive action
If performance does not improve despite interventions, consider reallocating responsibilities or parting ways.
Example: A small design agency had an employee who consistently under-delivered despite being offered support, clear goals, and training. After six months of no improvement, the agency reassigned the employee to a role better suited to their skills. When even this adjustment didn’t work, the company had to let the employee go, ultimately leading to a more cohesive and productive team.
How to boost productivity in the workplace?
A motivated workforce is key to organizational success. Here are some common methods to enhance productivity:
- Encourage Goal Setting: Help employees set clear, measurable goals. Google uses OKRs to align team efforts, leading to focused and measurable results.
- Foster Open Communication: Create a culture where employees freely share ideas and feedback. A tech company adopted Agile after employee feedback, improving collaboration and delivery times.
- Recognize and Reward Efforts: Celebrate achievements publicly to inspire others. Starbucks’ “Partner of the Quarter” program boosts morale through public recognition.
- Invest in Training: Provide opportunities for skill development. Amazon’s “Career Choice” program enhances employee skills, improving retention and performance.
- Promote Work-Life Balance: Encourage breaks and well-being to prevent burnout. A certain startup’s “No Meeting Fridays” improved productivity by 20%
Conclusion
When you work closely with your team, it gets easier to spot traits that reveal who the motivated ones are and who the unproductive ones. Identifying these patterns early will give you the option of taking corrective action before the employee affects overall performance.
Ultimately, understanding the traits of both unproductive and highly motivated employees allows managers to create a more engaged and high-performing workforce. Businesses can ensure long-term success by addressing underperformance with tailored strategies and fostering a culture of motivation.
Remember to show empathy and also foster a sense of accountability among your employees to ensure they stay focused and productive.
FAQs
How to approach an unproductive employee?
Approach an unproductive employee with empathy and understanding. Start with a private, non-confrontational conversation to discuss performance concerns. Clearly outline the areas needing improvement and collaborate on actionable steps to address the issues. Offer support, set clear expectations, and regularly follow up to track progress.
What causes employee productivity?
Employee productivity is influenced by several factors. These include clarity of goals, availability of resources, skill levels, workplace environment and motivation. Employees who feel valued, have access to the right tools and understand their responsibilities are more likely to perform at their best. Conversely, unclear expectations, lack of engagement and a negative work culture can hinder productivity.
