The Employees You Should Worry about Losing? The Average Ones
Research has documented a disturbing long-term trend: Up to 87% of the workforce is either not engaged or actively disengaged. That means the majority of employees are just going through the motions, or worse, may be undermining the success of their organization. This is happening despite the fact that over 90% of companies report having some form of employee recognition program in place. Clearly, something’s not working.
If you’re looking for employee retention strategies or want to know how to improve employee engagement, it may be time to stop focusing exclusively on your top or lowest performers—and instead turn your attention to a group that’s often overlooked: your average employees.
Don’t Focus So Much on Top and Low Performers
One of the ongoing challenges in team dynamics is that not everyone performs at the same level in terms of both quality and quantity of work. Within any team, you’ll likely see a familiar pattern: one or two high achievers, a few above-average performers, a large group of steady, dependable employees in the middle, and a few who consistently underperform.
Where Most Leaders Place Their Focus
Most supervisors tend to invest a disproportionate amount of time and energy focusing on the top performers—those who excel and get noticed—or the lowest performers, who continually struggle and require extra guidance. It may seem logical, but it creates a dangerous oversight.
Why the Middle Group Matters Most
The group that often gets overlooked—and is actually critical to long-term team success—is the solid middle: Joe and Jane Average. These team members quietly carry a large share of the workload. And yet, they’re often ignored when it comes to recognition or encouragement.
Your Top Performers Are Already Motivated
High performers typically don’t need extra motivation—they’re internally driven. They also benefit from most recognition systems, like performance-based awards and public praise. The problem? These systems only reach the top 10–15% of your team, and usually the same individuals year after year.
Don’t Sink Time into the Wrong Bucket
On the other end of the spectrum, your lowest performers may or may not improve with significant coaching and resources. They matter as individuals (we all do), but from an organizational standpoint, they often become a black hole of time and attention. And unless protected by external systems (like certain government roles), they likely won’t remain on the team long-term.
Why Your Average Employees Deserve More Attention
They’re the Backbone of Your Organization
This solid group—often 50–60% of your team—might not be breaking records or winning awards, but they’re the ones who consistently show up, do the work, and keep things running. These are your Average Achievers—the dependable middle group who handle the day-to-day operations, execute the processes, and maintain the systems that make everything else possible.
They Do the Unseen, Essential Work
These team members often take on mundane, repetitive tasks—the kind of work that doesn’t generate headlines but is essential to team functionality. And because they’re not chasing recognition or constantly in the spotlight, it’s easy to assume they don’t need encouragement. That assumption is costly.
When Valued, They Rise
When treated with respect and supported with meaningful encouragement, these “middle employees” often grow into key team players. I’ve seen it time and again: someone doing reliable, steady work begins to step up in new ways when they feel valued. Like linemen or linebackers on a football team—they may not score the most points, but your team doesn’t win without them.
But When Ignored, You Risk Losing Them
These are the employees who need appreciation for their “day-in, day-out” work on mundane, routine tasks. When this group is neglected, they often disengage—not because of laziness, but due to discouragement. If they feel invisible, they lose motivation. And eventually, they leave. In fact, research shows that 79% of employees who leave voluntarily cite a lack of appreciation as a key reason for quitting.
Workplace Appreciation That Works
So what can you do? Start by shifting your focus from recognition (which often only targets high achievers) to authentic workplace appreciation. Here’s how:
Support Consistency Over Flash
Support and encourage those reliable employees who are doing a decent job. Everyone needs encouragement. Often, these individuals do the best they can with the skills and education they have. Showing a little appreciation can go a long way to keep them encouraged and part of the team.
You’re not just rewarding outcomes but reinforcing the values that create a healthy workplace culture.
Celebrate Team Wins
Celebrate team accomplishments as well as individual achievements. Remember, it takes a team working together to achieve significant goals. And your solid middle group of team members enjoy celebrating the wins you experience together – and deserve to celebrate with the higher-level leaders and stars because, without their support, the goal wouldn’t have been reached.
The Bottom Line on Workplace Appreciation
To improve employee engagement and reduce turnover, you need to invest in the group that often gets ignored. Workplace appreciation isn’t just about morale—it’s a strategic driver of retention and performance.
Communicating appreciation to your solid middle group of employees will pay huge dividends in your team’s success and stability. Don’t neglect them, or you’ll have a revolving door of team members (and you’ll be spending a lot more time hiring and training than you want to!).
HOW TO IMPROVE EMPLOYEE RETENTION
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Categories 5 Languages of Appreciation, Managing By Appreciation, Workplace Culture
