Briefly respond separately to the 2 discussion posts over the quote:

"The way you motivate a team, is to eliminate the unmotivated ones." Lou Holtz (famous college football coach, known as a great motivator, and frequently on corporate motivational speaking tours)

Post 1

Do you agree with this quote?

I partially agree with this quote. As a mobile x-ray tech, you are required to be self-motivated. Mobile x-ray techs are assigned jobs and it is left to the tech to plan their route and work at a pace that allows them to complete as many exams as they can during their to eliminate the number of exams being sent to the shift. Unlike being an x-ray tech in the hospital there is no one breathing down your neck and watching your every move. There are times that as a supervisor I notice that the techs are not working efficiently and are falling behind. Sometimes it takes for another tech to bring it to my attention. In this event I would not anticipate that I would need to eliminate the tech but rather I would contact them and ask them is there any issues I need to be made aware of, is there something that I can help them with if there is an issue, offer up advice to help them become more efficient, and also make them aware that on average a tech should be able to complete an exam an hour and that I would like to see them improve their exam numbers over the next couple days and we will then reevaluate. Some techs may show improvement but after a week or two fall off again. This is not fair to the other team members in which case it would be time set an example. If after the second warning, and if there is enough staff it would then be ideal to eliminate the team member that is not pulling their own weight. So my response would be yes I believe in eliminating the unmotivated, but first they deserve a fair chance to improve.

Don't employees own responsibility for their motivation? As I mentioned above in my field of work employees are responsible for their motivation. In other careers employees should be self motivated as well. Motivation is what helps get the job done.

How much time should we invest in someone with little motivation?

Some time should be invested in those that have little motivation. Everyone is different and are motivated in their own way. If you get to know the employee you can often times find what it is that gives them the drive that they need. For instance over the past several months I have learned that one of my team members is motivated by knowing that their hard work is being recognized and that their efforts are truly appreciated. Another tech is motivated by being able to work extra shifts for overtime. When they are told if they don't step up their game and watch their actions that you will have to withdraw them from extra shifts they shape up and put in extra effort. Weird I know but it took time to figure out the quirks. Others, no matter what you try they just can't be motivated in which case they should be eliminated from the team. There really isn't a set time frame it can be weeks or months.

Post 2

Do I agree with the quote?

I do, and I don't. I wish it were that easy to say, "I am done with you; you're FIRED!" But sometimes the grass isn't greener on the other side. If the person is getting work done but not going above and beyond, is that better since they know their job, how to do it, and are competent? If you let them go and bring someone else in, there is the wait to advertise, do interviews, their 2 (4?) week notice, the onboarding, and then you still have to train them. What if they are worse? Then are you any better off? But on the other hand, I hate it when just a few people work, and they get done with their job, and that's it - they don't look for anything else they can do or ask if help is needed. They wait till their next job is there. Sometimes, that unravels the rest of the team. It is hard to continue to go above and beyond when others get paid the same and do the bare minimum. It also spread grouchiness and the talking behind people's backs. Not only the person who isn't doing their job but the manager who lets them get away with it.

Don't employee own responsibility for their motivation?

You would think that an adult would own their own motivation, but I see employees at all stages doing their job and nothing else. I also don't understand how a person can get done working and have nothing else to do. I had a co-worker who would watch YouTube videos when they were done (they are no longer there). I hate not to be busy. It feels wrong not to be working when I am at work. It fuels bad feelings when this happens.

As a manager, I have tried to thank the people who continually work in front of others, hoping that this person would get the hint without me having to confront them. Sometimes, it has worked, but usually not for long, even if I thank them too and try to reinforce that behavior. I usually end up talking with them and letting them know that their job isn't done till everything and everyone else on the team's job is done. I have a whiteboard where I write up "Other Projects" and list things the whole team wants to accomplish. I'm hoping this will help, too.This highlights the role of the manager in motivating employees.

How much time should we invest in someone with little motivation?

As I said, the grass isn't greener with a new employee. I guess it is a decision that each manager will have to make. I live and work in a small town. There is not a huge workforce to choose from. My organization works on correcting people and hopes they will get the message and improve. But if we see our teams also going down, that is when we will let them go. Sometimes, it is better to do the work of someone not pulling their weight instead of watching them not do their job. I would not want to sacrifice the feelings of my team for someone who isn't motivated to be a part of the team.