People Energy Principle #3 – Generally speaking, people want to do good work.
Too many leaders build systems as if their people will slack off at every chance. Swipe cards. Monitoring software. Meetings to check if work is getting done. The assumption? People are lazy by default.
But here’s the truth: most people want to do good work. They want to contribute, feel proud of what they produce, and be trusted. When performance falters, it’s rarely because someone woke up saying, “I think I’ll give 50% today.” It’s because your systems are working against them—blocking clarity, stifling motivation, or even rewarding the wrong behaviors.
The Real Problem Isn’t People
When you assume laziness, you get policies designed to control instead of enable. These slow everything down and send a clear message: “We don’t trust you.” The result? People give you the bare minimum, not because they’re lazy, but because the system treats them like they are.
Flip the script:
- Clarity – Do people know exactly what success looks like?
- Support – Do they have the tools and resources to deliver?
- Purpose – Do they know why it matters?
When you assume people want to do good work, you focus on removing blockers, not creating babysitters.
The Provocation
The next time someone underperforms, don’t think, “They don’t care.” Think, “What’s in their way?” Because your employees aren’t lazy. But your systems might be.
Your Move
This week, choose one rule, process, or meeting designed around mistrust and reimagine it from a place of belief in people’s good intentions. See how much energy that unleashes.