Motivate those ‘average’ employees

It is no secret among seasoned managers that less than 50% of the employees do more than 50% of the work. It is because not all employees have the same capabilities and drive. But the tasks average employees do, however, are still critical to the organization’s success.

The management challenge is to figure out how to keep the average employees motivated. Here are three principles managers should apply to motivate average employees—that is, employees who deliver on their objectives successfully and do not proactively seek additional tasks or challenges.

Internalize the importance of average employees. Many managers pay lip service on the importance of all employees. In private, they wish all employees are superstars. Since it is not reality, managers need to internalize and appreciate the contributions average employees make. They are not the most important factor in an organization, but they are important to its ability to achieve success. Employees could detect how you feel about them by your words and actions. Recognizing their importance goes a long way in keeping them motivated.

Be honest with average employees. Due to an aversion to deal with conflicts, many managers sugarcoat their feedback to employees. They tell average employees they are doing a great job when the employees are simply delivering on what they are assigned to do. The ambiguity in communication results in employees being confused and demoralized. Employees should know that performance level is determined by the contributions they made to the organization. Do not exaggerate their contributions.

Encourage average employees to develop. Average employees of today may be the stars of tomorrow. It is the managers’ jobs to know the capabilities and aspirations of all employees. An employee could be an average performer because he or she is not doing a job matching their skills. An employee could have difficulties in their personal life, preventing them from taking on more responsibilities. An employee could have the potential to take on more but lacks the confidence. Managers should never assume average employees are content to be where they are.

There is also a practical reason why managers should put forth efforts to encourage average employees to develop. The best and the brightest employees usually are the targets of poaching by other employers. Without a pipeline of average employees with potential, an organization may find itself not able to carry out critical tasks necessary to achieve success.

May Van, a career and leadership coach, is a partner at Kelleher Associates.