Begin your High Middle Low conversation process by identifying “who’s who?”  The following differentiating staff worksheet is an example that is easily customized for any organization. Begin with results.  Performance is a combination of results and aligned behaviors. High performers achieve and exceed their goals, middle performers achieve and low performers do not achieve their goals.

Next, focus on aligned behaviors.  What are your organization’s values and standards?  High performers live and demonstrate these standards at all times.  Middle performers do their best and often times demonstrate these standards most of the time, but can sometimes follow in the footsteps of low performers.  Low performers do not consistently demonstrate the organization’s standards.

	High	Medium	Low
Definition	Comes to work on time Good attitude Problem solves You relax when you know they are scheduled Good influence Use for peer interviews Five pillar ownership Brings solutions	Good attendance Loyal most of the time Influenced by high and low performers Want to do a good job Could just need more experience Helps manager be aware of problems	Points out problems in a negative way Positions leadership poorly Master of We/They Passive aggressive Thinks they will outlast the leader Says manager is the problem
Results	Exceeds goals	Achieves goals	Does not achieve goals
Professionalism	Adheres to unit policies concerning breaks, personal phone calls, leaving the work area, and other absences from work.	Usually adheres to unit policies concerning breaks, personal phone calls, leaving the work area, and other absences from work.	Does not communicate effectively about absences from work areas. Handles personal phone calls in a manner that interferes with work. Breaks last longer than allowed.
Teamwork	Demonstrates high commitment to making things better for the work unit and organization as a whole.	Committed to improving performance of the work unit and organization. May require coaching to fully execute	Demonstrates little commitment to the work unit and the organization.
Knowledge & Competence	Eager to change for the good of the organization. Strives for continuous professional development.	Invested in own professional development. May require some coaching to fully execute.	Shows little interest in improving own performance or the performance of the organization. Develops professional skills only when asked.
Communication	Comes to work with a positive attitude.	Usually comes to work with a positive attitude. Occasionally gets caught up in the negative attitude of others.	Comes to work with a negative attitude. Has a negative influence on the work environment.
Safety Awareness	Demonstrates the behaviors of safety awareness in all aspects of work.	Demonstrates the behaviors of safety awareness in all aspects of work.	Performs work with little regard to the behaviors of safety awareness.

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