Can you hear that? It's your middle majority screaming for help.

Your opportunity to do more with less lies with your middle majority. Top performing sales and service employees are who they are. They're pre-wired to thrive in chaos, to process new information quickly and to overcome obstacles every day. If they don’t have the right information, they know exactly how to get it. The most important trait all top performers share is confidence - and confidence helps them make good decisions and confidence transfers directly to the customer experience and directly to your top line.

The Pareto principle, or 80/20 rule, teaches us that 20% of employees are top perfomers. If that's the case, you can improve your productivity by hiring more top performers (can't help you there, but good luck) or you can improve the speed, effectiveness and confidence of your middle 60%.

Unlike top performers, your middle majority prefers structure over chaos, is less receptive to change and doesn't know the loopholes to access the internal resources they need. Many have been exposed to the same information top performers have, but they forget to apply it on the job and while customer-facing; and when they have a bad experience, they lose confidence. And nothing impacts performance more than confidence.

This is the biggest opportunity to get your company ship turning like a speed boat instead of like an oil tanker. And this is where Q provides its biggest impact.

count5 is not suggesting that Q can turn a C performer into an A+, but Q can turn a C into a C+ or B. And when you scale that to your middle majority, the performance impact can be profound. How does Q do this?