Underperformance Isn’t About Attitude - It’s About Misalignment


Discover why your people aren't lazy — and how motivational misalignment could be quietly draining performance, engagement, and potential from your teams

You know the signs:


Missed deadlines

Low engagement

Resistance to feedback

Talent slipping through the cracks


Managers and HR leaders often turn to stricter goals, tougher reviews, or "improvement plans" — but what if the problem

isn’t effort?


What if it’s motivation — misaligned and unmet?

When motivation isn't nurtured, even your most capable people can start to underperform.


This guide shows you:

  • The 5 hidden reasons employees check out (and why it's often invisible)

  • Why traditional performance management falls short

  • How motivation awareness transforms conversations, culture, and results


It's time to stop assuming — and start asking the right questions.

What You’ll Get Inside

✅ Why "underperformers" aren't broken — they're misaligned


✅ How culture and generational factors shape motivation


✅ A checklist for spotting motivational misalignment early


✅ Practical reframe questions managers can start using immediately


✅ First steps toward building a more engaged, energised team


This guide is perfect for you if you are:

  • A Department Head or Team Leader managing complex teams

  • An HR professional aiming to support staff in a more human-centred way

  • A Business Owner who knows traditional performance management isn't enough

  • A Future Leader who wants to create real change, not just tick boxes

Hi, I'm Pam Molyneux, a HR professional with nearly 30 years of experience helping managers and business owners tackle the root causes of people challenges — not just the symptoms.


When employees start to underperform, it’s rarely just about skills or attitude. More often, it’s about something deeper — a disconnect in motivation, clarity, or support.


I created this guide to help you uncover what’s really going on when performance slips — and how to open up better conversations that lead to better outcomes.

Let’s stop guessing — and start understanding what really drives performance.

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