A situation where a subordinate repeatedly fails to deliver the performance the company requires is never easy for a manager. Let's look at how you can effectively address this situation in your role as a team leader.
Find out what's going on
The first step should always be to clarify the true state of affairs. As the Harvard Business Review points out, poor results needn't automatically mean employee failure. They may be caused by, for example, a different reporting method, incorrectly interpreted data or unclear expectations. The best approach is to speak openly with the subordinate. Sit down with them and try to understand how they themselves perceive the situation. Be interested in their perspective, discuss the circumstances, and clarify why the employee isn't living up to expectations.
Seek causes instead of quick judgments
If you conclude that the employee’s results really do fall short of expectations, try to identify the reasons. There may be several causes and they often overlap. The most common include the following factors.
- Insufficient work planning. The employee may be overwhelmed by tasks or unable to prioritise them effectively.
- Personal issues. Problems outside work also often affect work performance, whether the individual wishes it or not.
- Psychological discomfort. Stress, exhaustion or other difficulties can significantly reduce the ability to deliver a stable performance.
- Lack of knowledge or skills. The employee may not fully understand what to do or how to do it, or they might be making mistakes without realising it.
- Rejection of established procedures. In some cases, there may be conscious resistance to rules or processes with which the employee does not identify.
Solve things together
Only after you have agreed on the causes does space open for finding solutions. You shouldn't simply dictate the next steps; these also need to be agreed on together and the subordinate has to be an active partner in the search for solutions. The ideal outcome is a clear action plan including specific steps, measurable goals and realistic deadlines. Equally important is subsequent monitoring of progress via regular meetings, ongoing feedback and evaluation of whether the chosen approach is leading to genuine improvement. It is precisely this systematic approach and open communication that often determine whether employee performance can be restored to the required level.
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