Ever been in a meeting, giving your all, only for your boss to say your performance is just “average”? That phrase, “average material,” can sting, especially in our competitive Kenyan job market. It’s a label that feels like a ceiling on your potential.
We’ll look at what such feedback really means, how to process it without losing your confidence, and practical steps you can take to change that narrative and prove your worth in your workplace.
What “Average Material” Really Means in a Kenyan Workplace
When your boss calls you “average material,” it’s rarely a final judgment on your character. In most Kenyan offices, it’s often a signal about your current output versus expectations. A common misconception is that it means you’re about to be fired; more often, it’s a wake-up call that you’re not standing out in a crowded field of talented graduates and hustlers.
It’s Often About Visibility, Not Just Skill
You might be doing solid work, but if your boss only hears about you during monthly reports at a company like Safaricom or KCB, you become a name on a spreadsheet. For example, the colleague who proactively shares small wins on the team’s WhatsApp group or volunteers for a visible task force often gets noticed more than the one who quietly meets all deadlines.
The Performance Management Threshold
In formal Kenyan HR systems, this label often ties directly to your performance rating. Being marked as “meets expectations” or a 3 out of 5 on the scorecard is the corporate definition of average. This rating can directly impact your annual bonus increment or your chance for promotion that financial year.
How This Label Affects Your Career Path in Kenya
Being labelled average has tangible consequences that go beyond hurt feelings. It can stall your progression and limit your financial growth within the very competitive Kenyan corporate structure. These mechanics is crucial before you decide on your next move.
First, it places you in a specific bracket for rewards and opportunities. Consider these common implications:
- Bonus and Salary Increments: At many firms, the “average” rating qualifies you for only the standard annual increment, often a modest percentage of your basic salary, while top performers might get double or triple that amount.
- Promotion Eligibility: Many internal promotion panels at institutions like the Kenya Revenue Authority or large banks prioritize candidates with a consistent record of “exceeding expectations.” An average rating can keep you off the shortlist.
- Training and Development: High-potential programs and sponsorships for expensive courses, like those offered through the eCitizen portal, are usually reserved for staff identified as top talent.
Secondly, this feedback starts a clock. If your performance review document states you are “meeting expectations,” you typically have until the next appraisal cycle (often 6 to 12 months) to demonstrate significant improvement. Failing to shift this perception can lead to being placed on a Performance Improvement Plan (PIP), which is a formal and stressful process.
Common Pitfalls When You’re Called Average
Getting Defensive or Going Silent
Many Kenyans, out of respect or fear, just nod and say “sawa” while burning inside. This guarantees nothing changes. Instead, schedule a calm follow-up meeting to ask for specific examples and practical feedback.
Confusing Busyness with Impact
You might think working late at your Nairobi office or handling many small tasks proves your worth. Bosses often value strategic impact over activity. Focus on one or two high-visibility projects that directly affect team goals or revenue.
Waiting for the Next Review to Improve
Assuming you have a whole year to turn things around is a mistake. Perception needs to be changed daily. Start documenting your contributions weekly and share concise updates with your boss, showing proactive progress.
Taking It Too Personally and Losing Steam
It’s easy to feel undervalued and let your morale drop, which only reinforces the “average” tag. Separate the feedback from your self-worth. Channel the energy into upskilling, perhaps through a short online course, to rebuild your confidence and capability.
Practical Steps to Change the Narrative in Kenya
Turning “average” into “exceptional” requires a deliberate, Kenyan-smart strategy. First, align your goals with your company’s key performance indicators (KPIs) for the quarter. In many Kenyan firms, these are tied to projects that conclude before the end of the financial year in December, making that a critical deadline to showcase results.
Secondly, increase your visibility strategically. Volunteer for a cross-departmental committee or a corporate social responsibility (CSR) event, like a company tree-planting day or a fundraiser. These are high-visibility activities where senior managers from different branches often participate, allowing you to network and demonstrate leadership outside your usual role.
Finally, invest in a relevant, recognized skill. Instead of just any online course, target affordable, respected programs from local institutions like the Kenya Institute of Management (KIM) or a certified digital skills course. Completing such a course, which may cost between KES 15,000 to KES 40,000, gives you a tangible achievement to discuss in your next one-on-one, showing initiative that is directly tied to the Kenyan market.
The Bottom Line
Being called “average material” is not a life sentence but a critical piece of feedback in the competitive Kenyan job market. Your response—choosing strategic action over silent frustration—is what will ultimately redefine your career trajectory and earning potential.
Your move today? Book a 15-minute meeting with your boss to ask one specific question: “What are the two key results you need to see from me in the next 90 days to change this perception?” Start that conversation now.
Frequently Asked Questions About My Boss Calls me Average Material in Kenya
What should I do if my boss gives me this feedback during my annual appraisal?
Don’t sign the appraisal form immediately if you disagree. Politely request a follow-up meeting in a week to discuss a development plan. This gives you time to process and prepare a response.
Use that meeting to agree on specific, measurable goals for the next three to six months, and get them documented in an email for reference.
Can this “average” label affect my chances of getting a job elsewhere in Kenya?
Not directly, as your performance rating is confidential to your current employer. However, staying in a role where you’re labelled average can stall the experience you list on your CV.
Proactively gaining new skills or leading a visible project can give you stronger talking points for future interviews at other Kenyan companies.
Is it worth hiring a career coach in Kenya to help, and how much would it cost?
It can be a good investment if you’re stuck. Local career coaches or mentors from professional bodies like ICPAK (for accountants) can provide tailored guidance.
Costs vary widely, from around KES 2,000 per session for a junior coach to over KES 10,000 for seasoned experts. Some companies also offer coaching as part of employee development.
What if I try to improve but my boss’s perception doesn’t change?
This is a real risk. Start meticulously documenting all your achievements, completed tasks, and positive feedback from colleagues or clients in a shared file or email thread.
If no change occurs after 6 months, it may be a sign to internally transfer or confidentially explore the external job market while you’re still employed.
Does this mean I will definitely miss my annual bonus or salary increment?
Not definitely, but it likely means you’ll receive the standard, pooled increment. Top performers often get a larger, discretionary bonus. The exact impact depends on your company’s specific compensation policy.
Check your employment contract or staff handbook; it often outlines how performance ratings translate to monetary rewards for that financial year.
