You're dealing with underperforming team members. How can you turn them into top performers?

Transforming underperformers starts with understanding their challenges. I begin with a 1:1 meeting, creating a safe space for candid conversations. Through open-ended questions and active listening, I uncover if underperformance stems from unclear expectations, inadequate training, or personal issues. Common causes include 1) Misaligned goals, 2) Skill gaps, 3) Lack of feedback, 4) Personal challenges, and 5) Mismatched roles. It is crucial to approach these discussions with empathy. An underperformer might be a potential star in the wrong role or facing temporary setbacks. By identifying root causes, we can tailor support strategies. It's not about fixing people but enabling their success.

You can do so much to support employees! To turn underperformers into top performers, focus on finding their unique strengths rather than fixing weaknesses. Shift from a one-size-fits-all approach and create tailored roles and responsibilities that align with their natural talents. Empower them with providing specific feedback and growth opportunities. Sometimes, performance issues arise from misalignment, not lack of ability. Use different personality modelling tools to assign tasks and responsibilities!

Ensure the employee understands what is expected. Clearly set expectations and goals. Let the employee know that you have concerns. Find what happened and why it happened.Identify the root of the problem. Engage with the employees in one-on-one meetings. Document the process.

Identify Causes: Determine why they’re underperforming—whether due to skills, motivation, or external issues. Set Clear Expectations: Communicate specific performance goals and standards. Offer Targeted Support: Provide training, resources, or mentorship to address weaknesses. Develop a Plan: Create a step-by-step improvement plan with clear milestones. Give Regular Feedback: Offer ongoing, constructive feedback to guide their progress. Motivate: Recognize achievements and assign challenging tasks to build confidence. Ensure Accountability: Hold them responsible for meeting expectations and following through on improvement efforts.

-Make your expectations clear -Speak directly with the employee -Stick to the facts -Describe the consequences -Prepare coaching sessions -Make a plan -Foster a culture of continuous learning -Evaluate and adjust -Schedule regular follow ups

“Success is the sum of small efforts, repeated day in and day out.” — Robert Collier. When dealing with underperforming team members, turning them into top performers starts with setting clear, achievable goals. Use the SMART framework—specific, measurable, attainable, relevant, and time-bound—to create a roadmap for their success. These goals not only track progress but also align with the team’s mission, helping them see how their contributions matter. By connecting their work to the bigger picture, you boost motivation and engagement, setting the stage for transformation.

“Alone we can do so little; together we can do so much.” — Helen Keller. Promoting a collaborative environment is key to unlocking individual performance. Encourage your team to support one another and share their strengths, creating a culture of peer-to-peer learning. This sense of community not only fosters stronger relationships but also inspires team members to take initiative and strive for improvement. In a supportive group, even underperformers can transform into motivated contributors. Building a strong team culture is the foundation for collective success.

-Establish and address the issue -Gather information -Speak with the employee -Ask questions -Make necessary adjustments -Follow up regularly -Provide feedback

“Intelligence is the ability to adapt to change.” — Stephen Hawking. Effective leadership requires the flexibility to adjust strategies when things aren't working. If a particular approach isn't delivering results, don't hesitate to pivot. Revisit goals, offer new types of support, or shift team dynamics. Each team member is different, and what works for one may not work for another. The key is understanding that improvement is a journey, not a one-size-fits-all solution. The ability to adapt and respond to the evolving needs of your team is what drives long-term success.