You’ve probably been there—frustrated because your team, colleague, or even employee isn’t getting things done. You’ve given the instructions, the resources, and the time, yet nothing happens. It’s like pulling teeth, and you’re sitting there wondering: How to get people to do their jobs?
This is a challenge for managers, leaders, and even coworkers in any organization. Whether you’re managing a team, leading a project, or simply trying to get a task completed with others, motivating people to take action can feel like an uphill battle. But don’t worry, it’s not impossible. With the right strategies, mindset, and a bit of patience, you can turn that frustration into a success story.
So, how do you get people to do their jobs and deliver results? Let’s break it down with a mix of practical advice, motivational tips, and a dash of humor.
How to Get People to Do Their Jobs
1. Understand the Why: Know What Drives Them
Before jumping into solutions, ask yourself: What motivates this person? Some people are driven by external rewards like money, recognition, or bonuses, while others thrive on intrinsic motivation—personal growth, a sense of accomplishment, or a desire to make an impact.
- Money: Some employees are simply motivated by financial rewards. If you want someone to do their job, offering performance-based incentives, commissions, or bonuses might do the trick.
- Recognition: Other people thrive on recognition. Compliments, public praise, or a simple thank you might be the spark they need.
- Purpose: For some, the task itself and the impact it has on the bigger picture are motivating factors. If someone’s purpose is aligned with their work, they are more likely to go the extra mile.
So, take a minute to understand what drives each person on your team. You don’t have to become a mind reader, but understanding the basics of motivation can go a long way in getting people to do their jobs.
2. Set Clear Expectations: The Power of Clear Communication
Let’s be real—people won’t do their jobs if they don’t know what’s expected of them. It’s like giving someone a map without telling them where the treasure is. They’ll wander aimlessly, hoping to stumble upon it.
- Set specific, measurable goals: Instead of vague directions like, “Get the report done,” say, “Complete the report with detailed analysis and send it to me by 5 PM Friday.”
- Outline responsibilities: Let people know exactly what their role is in achieving the goal. This prevents confusion and ensures that everyone knows who’s doing what.
- Provide deadlines: No, a deadline isn’t a suggestion. Make sure your team understands when tasks need to be completed and why the timeline is important.
For example, let’s say you’re leading a marketing team. Instead of saying, “We need a blog post about SEO,” say, “Please write a 1,500-word blog post on how to optimize blog posts for SEO. It should include keyword strategies, a table comparing SEO tools, and must be submitted by Monday.”
See how much clearer that is?
3. Lead by Example: Be the Example, Not the Exception
Ever heard the phrase, “Do as I say, not as I do”? Well, if you’re trying to get people to do their jobs, this doesn’t work. People are more likely to do what you do, not what you say. It’s human nature.
If you want your team to take action, you have to model the behavior you want to see. This means being diligent, responsible, and showing up ready to do your part. If you expect punctuality, be on time. If you want attention to detail, make sure your work reflects that standard.
- Be proactive: Don’t just sit back and wait for things to happen. Take the lead, tackle challenges head-on, and show that you’re committed to the task at hand.
- Demonstrate responsibility: If you expect your team to take ownership of their tasks, be sure you’re doing the same. Accountability is contagious.
By leading by example, you’ll foster an environment where others are naturally motivated to do their jobs too.
4. Make it Personal: Find the Human Connection
People are more likely to do their jobs when they feel respected, valued, and understood. This doesn’t mean you need to become best friends with everyone (unless that’s your thing), but showing a bit of empathy can go a long way.
- Personalize your approach: Understand the unique needs of each individual. Some people prefer a lot of direction, while others are more self-sufficient. Adjust your communication style to suit them.
- Build trust: People perform better when they trust their leaders. Be open, honest, and transparent with your team. If they feel like they’re working with you, not just for you, they’ll be more likely to give their best effort.
For instance, if someone’s having a tough time, acknowledge it. “I know this task is challenging. How can I help you move forward?” This simple, human approach can motivate your team to tackle challenges head-on.
5. Give Them the Right Tools: Make Their Job Easier, Not Harder
Imagine being asked to fix a car, but the only tools you’re given are a spoon and a hammer. Not exactly the best recipe for success, right? People need the right resources, tools, and training to do their jobs effectively.
- Provide the right technology: If your team is stuck using outdated software, it might be time to upgrade. A tool that simplifies tasks can make a huge difference in motivation.
- Offer training: Equip people with the knowledge they need to succeed. This could mean providing workshops, online courses, or even just offering guidance.
- Ensure access to resources: Make sure that team members can easily access the materials, information, or support they need to get their jobs done.
For example, if you want your team to produce high-quality presentations, give them access to up-to-date presentation software and design templates. It removes friction from the process, allowing them to focus on what really matters.
6. Encourage Autonomy: Trust Them to Take Ownership
One of the best ways to motivate someone to do their job is to give them the autonomy to do it their way (within reason, of course). Micromanaging rarely leads to success. People work best when they feel empowered to take control of their own tasks and make decisions on how they approach their work.
- Avoid micromanaging: Instead of hovering over every detail, give your team the freedom to figure things out. If they make mistakes, it’s a learning opportunity.
- Delegate responsibility: Let people own their work. This builds confidence and encourages them to put in their best effort.
- Allow flexibility: If possible, give people flexibility in how they manage their time and tasks. Flexibility often leads to increased job satisfaction, which in turn boosts motivation.
For example, if you’re assigning a project, you might say, “Here’s the overall goal and deadline. I trust you to handle the details and let me know if you need anything.”
7. Foster a Culture of Accountability: Set Standards and Follow Through
Accountability is one of the most powerful tools in ensuring people get things done. When everyone is held to the same standards and expectations, there’s a natural drive to perform at their best.
- Hold people accountable: Set up systems to track progress and check in regularly. This doesn’t mean micromanaging, but ensuring that everyone knows they are responsible for their tasks.
- Encourage peer accountability: If everyone holds each other accountable, it creates a sense of teamwork and collective responsibility.
- Reward success, address failure: When goals are met, celebrate it. When they’re not, have a constructive conversation about what went wrong and how it can be improved next time.
For example, setting weekly progress meetings or check-ins can keep everyone on track and ensure that tasks are completed in a timely manner.
8. Create a Positive Work Environment: Motivation Flourishes in the Right Culture
A positive work environment is like fertile soil for motivation. If the atmosphere is negative, toxic, or uninspiring, people will struggle to do their jobs, no matter how good their tools or instructions are.
- Encourage collaboration: Teamwork is one of the best motivators. Create an environment where people are excited to work together, share ideas, and help each other out.
- Foster respect and appreciation: Make sure everyone feels valued. A thank-you or a little recognition can go a long way.
- Promote work-life balance: Overworking leads to burnout. Encourage a healthy work-life balance, and your team will be more productive and motivated.
A simple example? If you’re working in an office, organize occasional team-building activities or social events. They help foster relationships and build a more positive environment.
9. Reward and Recognize: Make Effort Count
People are naturally motivated when they see that their effort will be recognized. Whether it’s financial incentives, praise, or career advancement opportunities, reward systems work wonders.
- Offer rewards for reaching milestones: This could be in the form of bonuses, extra time off, or even simple gestures like lunch on the company.
- Public recognition: Acknowledge achievements in meetings or in front of the team. Public recognition makes people feel valued and appreciated.
- Career growth opportunities: People work harder when they know that their efforts can lead to growth and advancement within the organization.
Conclusion
In the end, getting people to do their jobs isn’t about force, coercion, or endless reminders. It’s about creating an environment where people feel valued, motivated, and equipped
to succeed. By understanding their individual needs, setting clear expectations, leading by example, and offering the right tools, you can build a team that’s not only willing to do their jobs but also excited to contribute their best work.
So, if you’re asking yourself, “How to get people to do their jobs?” remember this: it’s not magic, it’s management. When you master motivation, clarity, and accountability, results will follow. Ready to get started?