The Foundation of Good Managment
27 May 2025
The idea that 20% of your people produce 80% of the results—the famous Pareto Principle—offers a compelling lens for management focus. If a small portion of your team is driving the lion’s share of your success, it only makes sense to direct your energy and support strategically to maximize those returns. But it’s not just about catering to the top performers—it’s about understanding the dynamics of your entire team and applying your support where it will have the greatest ripple effect.
1. Empowering the 20%
Your top performers are your team’s "flashing lights". They consistently deliver, often go above and beyond, and set the standard for excellence. They may seem self-sufficient, but they still need your support to sustain their momentum and prevent burnout.
• Focus on growth: Challenge them with opportunities to stretch their skills, take on leadership roles, or contribute to strategic decisions.
• Remove obstacles: Ensure they have the resources and autonomy to continue thriving.
• Recognize and reward: Show them their contributions are valued to keep them engaged and motivated.
By investing in your top performers, you’re amplifying the results they already deliver.
2. Uplifting the Middle 60%
This group—the steady contributors—has untapped potential. With the right attention, they can grow into top performers or at least improve their output.
• Provide targeted coaching: Help them to identify and develop areas where they can improve.
• Set clear individual goals with them: Sometimes, all it takes is clearer direction and higher expectations to elevate performance.
• Celebrate incremental wins: Recognize their progress to build confidence and momentum.
Even a modest improvement from this group can significantly boost team productivity.
3. Addressing the Bottom 20%
The underperformers shouldn’t be ignored, but your approach needs to be intentional.
• Identify the root cause: Are they lacking skills, motivation, or clarity?
• Offer focused support: If they show potential, invest time and effort in training and development.
• Make tough decisions: If it becomes clear they’re not a fit for the role, transitioning them out might be best for them and the team.
Spending too much time here, however, risks diminishing your capacity to support those who drive the team forward.
Maximizing Your ROI
Ultimately, a manager’s focus should align with the area that has the greatest potential for impact. This doesn’t mean neglecting anyone, but rather prioritizing efforts to amplify strengths, nurture potential, and address barriers.
By empowering your top performers while raising the bar for the middle contributors, you create a team dynamic where excellence becomes contagious.
Written by Mark Deavall
If you would like to talk to me, please call me on +2782 465 5481 or email me on markd@markdeavall.com
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