What do you do when the employee you want to help is uninterested?

Leadership Q & A

I often get this question from managers and supervisors when I take them through training programs. In every instance, there is first an employee who they think should take the opportunities that have been presented to them, but the employee does not display any interest in putting in the extra effort to do the job, pursue the training, or take advantage of whatever the opportunity happens to offer.

I always tell my leaders the same thing, which is perfectly summed up in an old saying. You can lead a horse to water, but you cannot make it drink. As a leader, you are responsible for creating an enabling environment that encourages employees to pursue their desired success. As a leader, it is your responsibility to provide your employees with feedback on their performance so that they have a clear idea of what they can do to get better in their role and a clear idea of what they are doing right.

It is also within your power to support the employee when they are putting in the effort but are unsure they have what it takes. It is important to remember that most people do not see themselves clearly. So, you may have employees who genuinely would love to pursue the option but simply do not believe they are good enough, smart enough, or experienced enough to do it to the required level.

It can be very hard for many people in leadership positions to accept that not everyone is like you. Everyone does not view success in the same way that you do. Different people have varying limits on what they are willing to give up. You may disagree with their choice, but you are not always in a position to influence it. As a leader, you may find it difficult to believe that some individuals are not interested in pursuing growth and development opportunities. You look at the person, and you see the potential in them, and you cannot believe that they would not even try. You can become frustrated, disappointed or annoyed.

However, one of the hard things that a good leader must accept is that you cannot save everyone, and perhaps this person will find their own way in their own time. In addition, accept that everyone has their own path to follow. As such, some people are perfectly happy with the current level of effort they are putting out and the current level of results they are getting back. Each person may also have their own timetable. They may be taking longer than you think they should but it may be the journey that is right for them.

So, in your role as a leader and with your commitment to helping everyone who wants to grow, it is also important to know how to let go and accept when you meet someone uninterested in going further. Once you have done everything you can to support that person and show them how they can benefit from the opportunity, if they still refuse to take what is offered, there really is nothing you can do. 

Once you have accepted this fact, there are some things you should remember.

• Maintain your standards for performance on the job and, as you do for other employees, ensure that the work output you are getting meets requirements.
• You cannot maintain anger towards these individuals and treat them with any retribution because they do not seem to value the opportunity you see for them. Letting it go means letting go of any resentment you might have and letting go of any disappointment that might come up.
• You do not fully understand the employee, and you may not know their reasons for making the choices that they have made. Stop assuming that you know what is best
• Stop assuming that just because they did not take the opportunity which you offered, they have chosen failure instead.

If you have any questions about leadership or being successful in your workplace, share them, and I will be happy to respond.

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