This document discusses maximizing people's performance at work. It suggests that managers should create leaders rather than followers on their teams. Managers should find out what motivates and demotivates each person by asking them directly. A variety of small rewards should be given for desired behaviors instead of one big reward. Managers should also ask their team what they need from their leadership. Citing a Gallup study, the document notes that only 17% of employees are actively engaged at work while 20% are disengaged, though most want to work hard and do their best.

1. Maximising People Performance

2. create other
leaders, not
followers

3. ‘PEAK
PERFORMER’
‘MISMATCH’
‘STAR’
‘PROBLEM
PERFORMER’
P
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O
D
U
C
T
I
V
I
T
Y
UNUSED POTENTIAL
H
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G
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L
O
W
L O W H I G H

4. find out what
makes others
‘tick’

5. • Ask people: ‘what motivates and
demotivates you working here?’
• Introduce a variety of rewards and
incentives
- lots of small rather than one big
- don’t be afraid to be different
- reward the behaviours you want
- make them relevant

6. • ask your team ‘what do
you want from me?’

7. get ‘engaged’

8. Only 17% are actively ‘engaged’
63% aren’t engaged
20% are actively ‘disengaged’
88% want to work hard and do
their best
50% worked just hard enough
to avoid being fired!
75% believe they could be
significantly more productive
Source: Gallup