A manager has only two jobs. Training and motivation.
There are only two reasons why an employee is not doing their best work. He / she 1) Can’t do it, or 2) Won’t do it.
Can’t = Capability gap.
Won’t = Motivation gap.
Andy Grove (legendary ex-CEO of Intel), in his seminal management textbook ‘High output management’, lays out these principles beautifully. Please read it if you haven’t.
When one *can’t* perform their duties, they need training. And training not just in the functional / vocational sense; it may even be training on people leadership, emotional skills, collaboration, communication et al. It is the manager’s job to identify and train, both in craft and in leadership.
When one *won’t* do their job, they are not inspired, they don’t see the point, they are underpaid, they haven’t been given the right feedback, they are facing issues at home etc. There can be a multitude of reasons for lack of ‘drive’ and it is the manager’s job to identify, coach and inspire. Vision, clarity, regular feedback, empathy are paramount here.
In modern consulting parlance, this is what shows up as the ‘Skill-Will matrix’.
High skill high will = Cheerlead and empower.
High skill low will = Motivate and inspire.
Low skill high will = Train.
Low skill low will = Fire / replace.