What Does “Give 110 Percent” at Work Even Mean Anymore?

“Give 110 percent.” It is one of the most overused phrases in modern workplace language. You hear it in meetings, job interviews, performance reviews, and team briefings. It sounds motivational, but does anyone actually know what it means?

Let us consider the math. One hundred percent is the full amount. It represents everything a person has to give. So how can anyone give more than that? What is 110 percent supposed to look like in practical terms? Are employees expected to work longer hours, skip lunch breaks, respond to emails after hours, or take on the work of two people?

When managers use this kind of language, it rarely comes with clear instructions. Instead of stating specific goals or expectations, they rely on exaggerated slogans that leave employees guessing. What exactly are you asking for? Do you want higher output? More attention to detail? Faster delivery times? If so, just say so.

A few years ago, I came across a statement that still resonates with me: being clear is kind; being unclear is cruel. Telling people to “give 110 percent” is not clear. It sets unrealistic expectations and leaves room for confusion, burnout, and frustration.

The truth is, most employees want to do a good job. They want to meet expectations and contribute meaningfully. But they also deserve to know what those expectations are. Vague instructions and impossible demands do not inspire anyone — they often demoralize teams and create pressure without purpose.

The workplace would function better if we replaced these empty phrases with honest communication. Be specific. Be fair. Say what you mean and avoid exaggerated language that no one can live up to. Because no person can give more than what they actually have to give — and asking them to do so only creates stress.

So the next time you hear “give 110 percent,” take a moment to ask — what exactly does that mean? And would not it be more helpful to just say what you actually want?