Is it OK to be an average performer at work?

Is it OK to be an average performer at work?

A Key Work Strategy To Be Remember Make sure that you truly are average, so you aren’t laid off if you don’t want to be laid off. Companies RIF their bottom 10% performers frequently, but not their middle 50% performers. So long as you take being average seriously, you’ll be fine.

How do I find high performers at work?

How to Identify Top Performers and Future Leaders

  1. Quality as job one. Top performers consider quality a priority over simply getting things done.
  2. Skills development.
  3. Fearless decision-making.
  4. Desire for input.
  5. Self-direction.
  6. Cool under pressure.
  7. Good people skills.

What motivational strategy would you apply with a highly effective employee who you want to keep performing at a very high level?

Here are 5 most effective tactics for motivating high performing employees:

  1. Tactic #1: Engage them. A high performing employee’s greatest enemy is boredom.
  2. Tactic #2: Help them improve. High performing employees are driven; they want goals.
  3. Tactic #3: Give them independence.
  4. Tactic #4: Inspire them.
  5. Tactic #5: Involve them.

How do you motivate average performers?

  1. Clearly define work duties.
  2. Appreciate, acknowledge, and reward employees’ good work.
  3. See if there’s an underlying and solvable motivation problem that can transform this individual into a high performer.
  4. Encourage employees to apply for higher level positions.

How do you manage high performers?

How to manage high performers

  1. Stress flexibility, not micromanagement.
  2. Give consistent, constructive feedback.
  3. Give them what they need to succeed.
  4. Tell them how they can contribute and benefit.
  5. Provide opportunities for personal and professional growth.
  6. Group your top performers with like-minded employees.

What are four strategies you might use to motivate employees?

14 Highly Effective Ways to Motivate Employees

  • Let Them Know You Trust Them. If you let them know you trust and depend on them, they will fill those shoes sooner than you think.
  • Set Smaller Weekly Goals.
  • Give Your Employees Purpose.
  • Radiate Positivity.
  • Be Transparent.
  • Motivate Individuals Rather Than the Team.
  • Learn What Makes Each Employee Tick.
  • Reward Based on Feedback.

How do you handle low performers?

A Manager’s Checklist for Dealing with Low Performers

  1. Check #1: First, accurate and well-documented performance records will be critical during this season.
  2. Check #2: Second, plan ahead.
  3. Check #3: Carefully create a step-by-step performance improvement plan that allows the employee to gain the training that he or she may lack.