The Real Reason People “Don’t Want to Work” (And How Great Leaders Fix It)
Sure—there are people out there who don’t want to work. But many people do want to work—they just don’t want to work the way they used to. And I’m not talking about remote work, flexible schedules, or fancy office layouts.
Here’s what most employees want today:
Clear direction and expectations, plus the tools and support to deliver.
Autonomy in how they get the work done.
Encouragement to innovate, learn, and grow.
Trust and respect.
The trouble is, many leaders respond by giving too much direction, making too many decisions that belong with the people closest to the work, and carrying too much stress.
And when leaders are stressed, everyone feels it.
Often, in the name of “helping” or being a servant leader, managers step in and do the work their teams were hired to do. But that doesn’t empower people.
It unintentionally communicates:
You can’t handle this.
I need to rescue you.
Don’t stretch; I'll pick up the overflow.
So, they don’t stretch; they let you rescue them, and they look to you to handle it. It’s not because they don’t want to work. It’s because of the subliminal messages you are inadvertently sending.
There’s a better way.
What if you coached your team instead of served them?
Start with this mindset:
My employees are whole, capable, resourceful, and want to do meaningful work.
Then lead from that place:
Give them what they need: Clear expectations, direction, tools, information, and a shared definition of what “great work” looks like.
Give them room to learn: Not just through classes, but through experience. Give them real chances to try, experiment, make mistakes, and grow.
Be their thinking partner: Not the person with all the answers, but the partner who helps them uncover the answers already within them.
If you want a team that wants to work, let them work. Stop giving answers and start asking better questions.
What makes a question “better”?
Great coaching questions:
Focus on the person, not just the problem.
Create transformation, not just transfer information.
Build problem-solving skills, not dependency on your solutions.
This is the coach approach to leadership. It begins with mindset and comes to life through skills like listening, offering observations without attachment, asking permission before giving advice, and allowing silence to do its work.
In that silence, people think, create, solve, and decide whether it’s safe to explore the real issues with you.
Then, unless you have critical information that would change the course, let them proceed their way. If it doesn’t go well, celebrate (the learning), don’t berate (the error).
A question to take with you
What might become possible for you and your team if you approached every conversation with the mindset: “This person is whole, capable, resourceful, and wants to make a positive impact”?
P.S. Ready to take your leadership and your team to the next level? Here are four powerful ways to boost your impact and awaken your greatness:
Empower and Engage: With a Coach approach to Leadership. Free Webinar January 8th. Most leaders are taught to lead, but not how to create a coaching habit. In this volatile world, people don’t need answers; they need support as they awaken and activate their potential. Learn the keys to a coach approach and how to create the coaching habit.
Join the Activation Book Circle January 6-27. We’ll unpack the book The 12 Week Year and learn how to “get more done in 12 weeks than others do in 12 months.” This is possible for you and your team/organization!
Sign up for my occasional newsletter to get more insights like this.