In many workplaces, employees face a common yet deeply frustrating challenge: they know what needs to be done, but something keeps getting in the way. Despite having goals, workflows, or even support from managers, tasks may get pushed aside, half-finished, or avoided altogether. Often, it’s not about laziness or lack of capability. It’s about moments of low motivation, difficult emotions, rigid standards, or struggles with planning and follow-through. These are common executive functioning challenges that can make even simple actions feel hard.
Instead of focusing solely on productivity tools and techniques, people leaders can support lasting follow-through by helping employees align their actions with their values, even in the presence of discomfort. Drawing on Acceptance and Commitment Therapy (ACT), this article offers six strategies to help employees take meaningful steps forward even when motivation is low or they’re facing stress, deadlines, or distractions.
1. Find Values in What Feels Energizing
Values can feel abstract in the workplace. Rather than starting with a big question like “What are your values at work?”, begin by helping employees explore:
- “What part of my job feels most energizing?”
- “When do I feel most like myself here?”
Engagement and authenticity are windows into values. A person who enjoys mentoring likely values connection and growth. Someone who finds flow in coding may value problem-solving and design.
How employees might interpret that insight:
- “I’ve realized I light up when I get to mentor others. Even checking in with a teammate or offering encouragement during a tough week helps me stay connected to that sense of purpose.”
- “Problem-solving is something I really enjoy. That same mindset helps me approach unexpected challenges with more curiosity and less judgment.”
When employees see their work as an expression of their values, they’re more likely to stay invested.
2. Begin With Action, Not Motivation
One of the biggest misconceptions about follow-through is that motivation must come first. Many employees think, “I’ll do it when I feel more motivated,” or “I just can’t get in the right mindset.” But waiting for the perfect moment often leads to inertia.
ACT offers a liberating reframe: motivation doesn’t need to come first. Taking action can actually generate motivation. When employees take a small step that aligns with their personal or professional values, such as dependability, creativity, or growth, they often begin to build momentum.
How employees might experience this:
- “Even if I’m not in the mood to respond to that email, I can still act in line with my value of being a responsive team member.”
- “I may not feel energized to lead today’s meeting, but I can show up as the leader I want to be and trust that motivation will follow.”
Taking one step, even with discomfort, builds a sense of agency. Over time, it helps shift stuck patterns.
3. Align Tools With Values, Not Just Output
Employees are commonly encouraged to use tracking sheets, planning templates, and scheduling software to help them stay organized. But if these tools feel impersonal or burdensome, they can backfire.
To support real engagement, tools can be framed as ways to align with the employee’s values, not just manage tasks.
How an employee might reframe it:
- “Using this checklist keeps me accountable to my own standards, not just deadlines.”
- “Blocking time on my calendar helps me be fully present for both deep work and recovery time.”
When tools align with how employees want to show up, such as bringing care, clarity, or calm to their work, they’re more likely to stick.
When organizations focus on purpose, not just productivity, they create the conditions for sustainable values-driven action, even on tough days.
4. Let Values Steer, Not Strain
A surprising barrier to follow-through is perfectionism. Employees often hold rigid rules tied to their values, like “If I can’t do this perfectly, I’m failing,” or “If I’m a leader, I should never drop the ball.”
In ACT, values are seen as compass points rather than precise directions, helping employees move with intention, without being attached to a specific outcome. A value like excellence doesn’t mean “never make a mistake.” It can mean “approach work with care and purpose, even when things aren’t perfect.”
How employees may reframe this:
- “I value clarity, but I don’t have to have every detail figured out to take the next step.”
- “Today might not be ideal, but I can still take one clear step toward being steady and focused, not perfect but present.”
This flexibility helps employees avoid feeling stuck and bounce back after setbacks rather than giving up.
5. Build Momentum Through Strength
When employees feel overwhelmed, they may lose sight of their strengths. But reconnecting with existing strengths such as empathy, humor, persistence, and passion can help reignite forward momentum.
Prompts that help bring this out:
- “When I’ve followed through on something difficult before, what strength helped me do it?”
- “What do others appreciate about how I work?”
How employees can apply it:
- “As a strategic thinker, I can break this large task into smaller, manageable steps.”
- “As someone who’s empathetic, I can reframe consistency as a way to support my team.”
Tapping into what comes naturally helps employees approach challenges with more confidence and ease.
6. Build Systems on What Already Works
Instead of pushing everyone to use the same tools or workflows, collaborate with employees to create systems that reflect their natural preferences.
Questions to ask:
- “When does work feel the most rewarding?”
- “Which systems or habits actually help me follow-through?”
Examples of alignment:
- “I process ideas visually, so mind mapping helps me plan projects more effectively than linear lists.”
- “I’m more focused in the morning, so I schedule deep work before lunch and save admin tasks for later.”
Strategies that feel authentic to the employee are far more likely to support lasting follow-through.
Final Thoughts
Improving follow-through at work isn’t about rigid routines or waiting for motivation to magically appear. In fact, hoping the right mindset will show up first can waste more energy than simply starting small. Supporting follow-through means helping employees reconnect with what matters, take low-effort, meaningful steps, and build systems that work with how they naturally operate.
When organizations focus on purpose, not just productivity, they create the conditions for sustainable values-driven action, even on tough days.
Let values lead. Let action come first. And let movement come from clarity, not pressure.
