Personally, monetary comp is only part of my motivation. I think this person's main priority is monetary. I was wondering how else, can I motivate a person.
I am sure I worded my original response incorrectly, but I don't care about hours logged. We don't track that stuff, nor is it important. I am aware that their workload is diminished, because their junior associate is taking the brunt of the work. I expected my direct report to step up and play a more strategic role, naturally. Instead they micro manage the associate.
The more I think about it, maybe my employee is not quiet mature enough to take on new responsibilities. I was also hoping my employee would be proactive with their own career pathing - most everyone is. I guess that is a bad on me. I need to help them with a tactical guide to success. Otherwise, they might flounder.
Thanks everyone. You helped me think through this one.
How are they going to benefit by working harder? And whatever that answer is, is it apparent to them? If the employee sees no benefit (money, or whatever) to working harder, why would they?
I see room for growth on technical acumen, client skills, organizational leadership, and solution design
Have you told them that, given them support in developing those skills, and shown them a clear path to how doing those things will lead to a promotion, or some other benefit to them?