Whose Responsibility Is It to Motivate Unmotivated Employees?

This is a question that comes up often in leadership discussions. A while ago, a manager shared their frustration with me. They had made several attempts to increase engagement in their team but hadn’t seen the results they wanted.

Whose responsibility is it to motivate unmotivated employees? Their conclusion? Motivation wasn’t really their responsibility—it was up to each individual employee to engage themselves.

From a traditional responsibility standpoint, that might make sense. After all, employees are adults, and engagement is ultimately a personal choice. But here’s the problem with that way of thinking: it doesn’t actually help solve the issue.

The Real Question Leaders Should Ask

Imagine you want drivers to slow down in traffic. Or you want your kids to clean up after themselves. Do you think simply telling them, “It’s your responsibility” will get the results you’re hoping for?

Probably not.

People don’t change behavior because someone tells them to. They act based on:

• Role models—what they see others doing.

• Patterns in their environment—what behaviors are reinforced or discouraged.

• Biological wiring and past experiences—which are harder to change but still influence decision-making.

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If you want an engaged team, the key isn’t to remind them that engagement is their responsibility—it’s to create an environment where engagement naturally happens.

How Leaders Can Foster Engagement

Engagement isn’t something you demand; it’s something you cultivate. Here’s how:

1. Be the Role Model – People mirror leadership behaviors. If you show enthusiasm, curiosity, and a strong work ethic, your team is more likely to follow suit.

2. Shape the Environment – Small changes in the workplace culture can have a big impact. Encouraging collaboration, recognizing contributions, and creating a psychologically safe space for input and feedback can transform engagement levels.

3. Leverage Social Cues – Humans are wired to seek belonging. When engagement becomes the social norm, people naturally align with it. If disengagement is tolerated or even modeled, it spreads just as easily.

   
   

Whose Responsibility Is It to Motivate Unmotivated Employees?

Talking about whose responsibility engagement is won’t actually create it. But taking responsibility for shaping an engaged culture will.

So, the better question isn’t, “Whose job is it to motivate unmotivated employees?”

It’s, “How can I create an environment where motivation thrives?”

What do you think? Have you seen engagement shift in a team based on leadership and environment?

Do you want to learn exactly how to foster engagement in your team? Apply to the Social Smart Leadership Program and start your journey towards a more vibrant, engaged, and high-performing team.

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