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What to Do with Steady Performers

Manager Focus: Motivate!

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Having Conversations with This Team Member

 Approaches to Consider:
  • This doesn't have to be a formal sit-down
  • Do a simple drop by their desk or office
  • Use basic gratitude language:
    • "thank you"
    • "well done"
    • "appreciate your input"
    • "I really liked how you ___________"
    • "Great job getting _______________done on time" 
    • “You got it, now lets take it a step further”  
    • B-Players need a push, a nudge or motivator. Something to ignite the fire
    • Ask for their opinion on how to make something top rate or best in class
    • Upon conclusion of a big project or deadline, ask the B-Player for feedback or suggestions on what can be done differently -- individually or by the team -- to really step it up
    • Act on their suggestions. Otherwise, their suggestions are meaningless

B-Players are Positive Impact Team Members Who Have Significant Upside for Growth

An evaluation  score of a “B-Player” means this team member provides your organization with value and shows room for growth.

This team member consistently delivers and has good behavioral competencies but could be better and do more.

With the right development opportunities, they could be an A-player

When properly motivated your B-Players can give your organization a competitive edge over the competition.


Make Your Team Member an A-Player

Approaches to Consider:
  • Identify the Truvelop category where the B Player has the most potential upside
  • Is it Performance, Maintenance, or Attitude? 
  • Identify the area where they need to improve the most: Performance, Maintenance, or Attitude? 
  • Help the team member build an action plan with clear time guidelines and measurable steps to reach improvement milestones

Identify intrinsic motivators:

  • Sense of accomplishment
  • Personal pride
  • Personal goals
  • Feeling valued in the organization

Identify extrinsic motivators:

  • Milestones and achievements
  • Celebrate anniversaries, major achievements if that's something that resonates with the team member
  • Position
  • Income
  • Recognition--this should be based on the team member's comfort level and desire for public recognition

Recognize accomplishments in line with their motivational preferences:

  • Do they like public recognition?
  • Do they prefer a quiet, personal recognition?
  • Do they thrive inside or outside of the spotlight?

Bring Together Your Motivators

You want continued growth and development.

They want more of what motivates them.

Create a development plan that connects that individuals motivational preferences with the Performance, Attitude, and Maintenance targets you set for them.

Include action steps for the team member in the comments section on the team member’s individual dashboard in Truvelop.

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Ask Questions

Quality questions trigger quality conversations that lead to growth and enhanced productivity.

  • "How can I/we better help you the next time?"
  • "What was your big take away from that?"
  • "What do you think about _____________"
  • "Is there anything that you think we should do differently when it comes to ______________."

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Your Objective: Grow B-Players into A-Players

Your B-Players are solid members of your team. Build on that. 

When properly motivated B-players can help improve your edge over the competition. They key is three-fold:

  1. Identifying their potential
  2. Expanding their existing skill set
  3. Tapping into their motivations 
Excellent firms don't believe in excellence - only in constant improvement and constant change.
Tom Peters
Business Author
Headlines, in a way, are what mislead you because bad news is a headline, and gradual improvement is not.
Bill Gates
Microsoft Founder
You know what 'FAILING' stands for? It stands for 'Finding an Important Lesson, Inviting Needed Growth.'
Gary Busey

Share your success story

We are always looking for success stories to share. Tell us an approach or technique that you have used to help one of your team members grow and succeed and we'll share it here. 

Send us an email with your success story. Send it to

We look forward to hearing--and sharing--your success story.


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