1. Under what circumstances do
motivated employees fall short of a

2. Under what circumstances do motivated employees
fall short of a performance goal?
1. Personal issues /Family problem may divert the mind.
2. Every one wants a pat on shoulder for good work done. If the person is
delivering high value and not appreciated and not compensated enough
monetarily or growth wise, it may affect in long run.
3. Some inferiority complex if another high performance employee is
getting more attention ( professional rivalry)
4. Manager needs to note each employee's performance, mentor him/her
and groom him/her. This manager need to give enough challenges and
push the limits, but not penalize if failed.
Ramesh Kumar
CTO & Human Search Engine

3. Under what circumstances do motivated employees
fall short of a performance goal?
• Most employees want to do a good job, not often do you find someone
who sets out to fail at work.
The things that stop employees performing are:
1. Lack of time
2. Lack of resources
3. Lack of training
4. Lack of support
5. Lack of empowerment
6. Poor management
Fix these things and you will eliminate poor performance.
Cindy Russell
HR Professional

4. Under what circumstances do motivated employees
fall short of a performance goal?
• Well as other people said: some personal issue, lack of appreciation, less
knowledge of the new task assigned, very low personal and professional
growth, inferiority complex, unclear goals, unorganized things, poor
management, poor new HR policies, new uncooperative manager,
argument with other employees, getting scolded by your boss in front of
other colleagues may be some main issues.
Krishna Khanna
Krishna Khanna, Content
Designer, Piron Corporation

5. Under what circumstances do motivated employees
fall short of a performance goal?
• Lack of training
Lack of motivation, including lack of interest in a task
Poor work environment (not conducive to productivity)
Lack of incentive; intrinsic or extrinsic
Lack of urgency (task at hand doesn't seem important)
Lémar Scott
Operations Intern at
Onboard Media

6. Under what circumstances do motivated employees
fall short of a performance goal?
In my management experience, to answer this, the first thing you have to remember
is that motivation is not the same thing as being engaged in a performance career
goal for employees. An employee can be motivated to do a task but you're likely to
get the absolute minimum in that instance as opposed to an engaged employee who
wants to meet or EXCEED the goal.
If you're truly looking merely for motivated bodies to meet expectations who
currently are not, the reasons could be various. The goal may not have been clearly
defined. The employee may not have been given the proper tools to complete the
task. Further, insufficient consequences may have been laid out if the goal was not
met. Or perhaps the supervisor didn't take it upon himself or herself to oversee the
goal's progress for the particular employee in question.
Clint Zenk
Petroleum Title and Abstract
Professional at Kastner Land
Services

7. Under what circumstances do motivated employees
fall short of a performance goal?
• I find it somewhat interesting that most of these replies address external factors
acting on the employee rather than the internal motivation or overall culture within
an organization. Building effective teams--and thereby more likely producing strong
results--is about the overall culture in an organization. The goal may be very clearly
defined; personal lives may be in order, and the manager may be caring and
genuine with employees. However, if these employees aren't working within a
culture that inspires excellence and encourages the opportunity to safely take risk
in an effort to exceed the standard, then results are likely to be mediocre.
Developing "buy in" of the company's goals, a sense of ownership, and a strong
team-based culture within your organization will always pay great dividends.
Neglecting these cornerstones and focusing too much on whether or not the goal
was clearly defined may leave the organization throwing darts at a wall so to speak
when it comes to trying to repair an issue.
Brad Barron
Adventure-Based Educator
& Backcountry Guide

8. Under what circumstances do motivated employees
fall short of a performance goal?
• Lack of Leadership: take charge of your own self and have the courage to do what is
right rather than what is easy and short.
• Lack of Appreciation & Recognitions: it is very important to acknowledge the
achievements of a motivated employee time and again, to ensure that his motivational
levels are always all time high.
• Proper Resources & Support: skillets can be honed as a continuous process. One
should be involved in what he does the best, and work that falls out of his competence
should be taken care by the employee who expertise in that arena.
# Right Team: it is always a right team which is required to win a battle, only one
leader & others jack only pull the system not run it efficiently.
• Detailing & Scheduling: improper/inadequate checklist is a slow poison. A well chalked
out plan of action and the resource required with detailing of sourcing and other
aspects make a plan successful.
• Dream Big with Passion: when an employee looses his passion & purpose in his job, the
actions don't get into the right direction.
# Stay Fit: mental & physical peace is important to be energetic and enthusiastic.
Sidhartha Gupta 2nd
Director at Govindkripa
Buildhome Pvt. Ltd.

9. Under what circumstances do motivated employees
fall short of a performance goal?
• I doubt any of us actually chases failure. Deep down, we all want to be
successful and do a great job so most people are inherently motivated.
Having said that, a suitably motivated employee may find themselves on a
path to failure due to:
- Poor goal/ expectation setting
- Lack of effective direction or guidance
- Inadequate or delayed recognition
- Flawed performance or people management from supervisor
- Limited development opportunities and/ or career progression
Chhaya D'souza 2nd
Sr. Manager at SunGard
Technology Services

10. Under what circumstances do motivated employees
fall short of a performance goal?
• First lack of clarity of the set goal. Lack of knowledge to accomplish the
goal by the employee. Laxity in top management to encourage open
discussions/employee participations(brain storming) in goal setting.
The employee ought to draw linkages between the set got to be achieved
and his/her goals to fulfill (drive to succeed in life). Generally the
employee ought to get as much knowledge about his/her goals in life and
find work geared towards achieving those goals. Otherwise a system that
does not promote employees goals (Task-oriented organization) is
doomed.
charles muhigirwa
Projects Engineer at M/S
CMS & Civil Engineers Ltd

11. For more interactive discussions and polls, join us
on LinkedIn:
http://linkd.in/DCTI-Grp