3 Ways to Encourage Average Workers to Perform Beyond the Bare Minimum

In his book The 10X Rule, Grant Cardone explains how setting average goals will inspire you to only exert average effort. As a result, you can only gain average results. Unfortunately, if you fall short of your average targets, you are likely to make losses.

When managing a team of workers, it’s possible to neglect average performers and always consider the superstars – whether it’s in awarding rewards, recommending them for training and such. Unfortunately, the neglected average performers continue operating at the bare minimum. But for the organization to move forward, it’s necessary to bring everybody on board and ensure they are performing optimally. Otherwise, if a majority of workers just do the bare minimum of their job, sooner or later, you will register decreased profits.

An average worker is a potential high performing workforce if well managed. It is the responsibility of the managers to devise strategies they can use to influence such workers to put extra effort. Here are 3 ways to inspire an average employee into an excellent performer.

1. Incentives and Motivational Talks

Basically, rewarding employees based on what they achieved will motivate everyone to compete and work hard to achieve the set target and exceed them. In sales and marketing, this strategy will lead to increased sales. The reward should be formulated against a certain outcome within a specific timeline. It should also be made clear to all workers what they need to achieve to earn a reward in terms of money or agreed valuables.

Similarly, leaders could do random motivational talks to the employees. This will go a long way to inspire hope and refresh the workers who had failed in their previous targets. It will also give them self-drive and determination to achieve in the future.

2. Appraisals and Evaluation

Carrying out appraisals and evaluation on an individual employee from time to time will give the managers and the employee some quality time to review the progress of the employee and their general performance. During this time, they can discuss what requires to be improved on for better results.

The appraisal gives an employee a challenge to do better, especially, when the managers help them understand that the areas where they have underscored can be improved easily. Better still, when the scorecard performance is converted to monetary value against a standard constant, it works out well to push a poor worker to do more to get better pay.

In sales and marketing, evaluation of underperformers will point out where the problem might be. This may not necessarily be as a result of doing the bare minimum. More often, most salespeople can work very hard but still fail to achieve their targets. Managers can do some evaluation on the employee to ascertain the causes of the poor outcome.

3. Engagement and Involvement of Average Performers

Most company leaders don’t engage the regular employees about the vision and strategies laid out for the achievement of the organization’s mission and goals. This makes average employees feel that they are left out and just resolve to do the minimum to keep the job. It’s vital to bring those workers on board and engage them in a way that they will see how their job contributes to the achievement of organizational goals.


Workers are among the most important resources in any given organization. For an organization to achieve and exceed their target, it requires excellent performing employees. Since you can’t guarantee that you’ll always have A-performers, use the above ideas to gain optimal results from any kind of employee you get.