Great Leaders Don’t Fix People—They Fix Processes

Ever wondered why your team seems disengaged no matter how much coaching you give? It might be that it is not a motivation issue but a process issue.

You’ve given the pep talks. You’ve offered rewards, recognition, and even a few extra kape breaks. But still, your team’s energy feels like a flat tire.

Kahit ano’ng hirit mo sa ‘motivational speech,’ parang wala pa ring gana ang team. (No matter how much you hype them up, the team still feels unmotivated.)

It’s frustrating, isn’t it?

What if the problem isn’t your people, but the system they’re working in?

The Problem Isn’t Motivation—It’s the Process

Imagine this: You’re part of a basketball team, but every time you play, the court is uneven, the hoops are bent, and the scoreboard doesn’t work.

No amount of motivation can make up for those obstacles.

This is exactly what happens in the workplace when processes are broken. Your people might be talented, but if the tools, workflows, or systems are unclear, their efforts will fall flat.

Leaders often think, If I can just inspire them more, they’ll perform better. But the truth is, motivation alone can’t fix a flawed system.

Why Pep Talks Fall Short

Let’s be honest—motivation speeches can only do so much.

When the process isn’t working, employees experience three things:

1. Confusion: They don’t know what’s expected or how to succeed.
2. Frustration: They feel like they’re putting in effort but aren’t getting anywhere.
3. Burnout: Repeated failures from a broken system drain their energy and enthusiasm.

Motivating someone to “try harder” when they’re stuck in a broken process is like pouring water into a leaky bucket. It’s exhausting and unsustainable.

This reminds me of the lesson from “Stop Trying to Be Liked—Start Earning Respect.” We talked about how being overly nice can lead to missed opportunities for growth.

Here’s the connection: just like likability doesn’t guarantee leadership, motivation doesn’t guarantee results. In both cases, the solution isn’t about changing people—it’s about addressing the underlying issue.

Fix the Process, Reignite the Team

So, what does fixing the process look like? Here’s a practical framework:

1. Audit Your Current System

Look at the tasks, tools, and workflows your team uses every day. Are there bottlenecks? Unclear instructions? Outdated tools?

Example: If a team is missing deadlines, ask, “Is this because they lack effort, or is the timeline unrealistic?”

2. Eliminate Pain Points

Identify and remove obstacles that make work harder than it needs to be.

Example: If approvals take too long, consider streamlining them with automation or clearer delegation.

3. Co-Create Solutions with Your Team

Engage your team in designing better processes—they know the challenges firsthand.

Example: In a brainstorming session, ask, “What’s one thing we can simplify in this workflow?”

Real-Life Example

Take Joy, an operations manager in Laguna.

Joy’s team was disengaged, and no amount of incentives seemed to work. Deadlines were missed, and morale was at an all-time low. At first, Joy thought the problem was motivation—so she tried everything from team lunches to motivational emails.

Nothing changed.

Then, she decided to dig deeper. She discovered that her team’s workflow required five levels of approval for even small decisions. Projects got stuck for days, killing momentum and enthusiasm.

Joy streamlined the approval process, cutting it down to two steps. Within weeks, her team’s energy bounced back. They were hitting deadlines, contributing ideas, and even volunteering for extra projects.

It wasn’t the people who needed fixing—it was the process.

Your Move

If your team feels disengaged, start by looking at the system they’re working in. Ask yourself:

• Are my expectations clear?
• Are there unnecessary steps slowing us down?
• Have I created an environment where it’s easy to succeed?

Fix the process, and you’ll notice something magical: the motivation you’ve been chasing will follow naturally.

What’s Next

In our last article, we explored how likability doesn’t equal respect, and now you know that motivation doesn’t equal engagement.

Next up: “Toxic Positivity Is Killing Your Team.” Discover how to stop spreading unrealistic optimism and start tackling real issues.

Stay tuned!

Jef Menguin

Win Every Day!

P.S. This is the fourth installment in our 21-part series on People Problems.

P.P.S. Don’t miss the next one—it’s a game-changer!