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You’re a manager and your subordinate is underperforming. What’s the best way to address the issue?

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As a manager, you want your team to perform well and achieve the goals you set. But what if one of your subordinates is underperforming? How do you address the issue without damaging the relationship or demotivating the person? Here are some tips on how to handle this situation effectively and constructively.

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1 Identify the problem

Before you approach your subordinate, you need to have a clear understanding of what the problem is and how it affects the team and the organization. Is it a lack of skills, motivation, communication, or resources? Is it a personal or professional issue? How long has it been going on and what are the consequences? Gather relevant data and feedback from other sources, such as peers, customers, or reports, to support your assessment.

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Debbie Tappan, CRME

Revenue Generator | Hospitality Leader | HSMAI | CRME | Speaker | Hospitality | Food and Beverage | Revenue Management | Strategic Planner | Hotel Operations | Planning & Efficiencies | Unpaid Uber Driver to my teenager
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As a manager, addressing an underperforming subordinate can be a tough situation. However, it is important to take action to ensure the success of both the employee and the team. The best approach would be to schedule a one-on-one meeting with the employee to discuss any issue, by being specific about the areas where they need to improve and providing examples, you can help them understand what they need to do to succeed. Additionally, listening to their perspective and providing support can help build trust and improve their performance. Remember, the conversation should be respectful and collaborative, working together to find solutions that benefit everyone involved.

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Nneka Enurah

VP of Partnerships @ Mass Appeal | Content, Community & Culture | Black@ADCOLOR Leadership Committee, Speaker
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You've got to have a clear understanding of what the actual problem is. Don't make assumptions and don't rush this first step. Make sure you have as much information as possible to support your concerns and avoid unconscious bias

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Brian Ocque

Cybersecurity and Networking Student | Aspiring Analyst | Data Analytics
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Having run into this numerous times, I've learned, at least in my experience, that it's often times not something at work that is causing them to underperform. Most people have lives outside of work, and come to work to not have to think of those things for a little while (at least in the public safety sector!) From time to time, those things bleed into our work. It's crucial to connect with the subordinate on a personal level, within defined boundaries, to figure out what that root problem is. Employees aren't just KPI generators... They're human beings.

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2 Choose the right time and place

Timing and location are important factors when you want to have a sensitive conversation with your subordinate. You don't want to catch them off guard, interrupt their work, or embarrass them in front of others. Instead, schedule a meeting in advance and choose a private and comfortable place where you can talk without distractions or interruptions. Make sure you have enough time to cover the topic and listen to their perspective.

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3 Use the feedback sandwich

The feedback sandwich is a technique that helps you deliver constructive criticism in a positive and respectful way. It consists of three steps: praise, critique, and encouragement. First, you start by acknowledging what your subordinate is doing well and what you appreciate about them. This helps to build rapport and trust and reduce defensiveness. Then, you explain what the problem is and how it affects the team and the organization. You use specific examples and data to illustrate your point and avoid generalizations or judgments. You also ask for their input and feedback and listen to their side of the story. Finally, you end by expressing your confidence in their ability to improve and offering your support and guidance. You also agree on an action plan and a follow-up date to monitor their progress.

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4 Be a mentor, not a judge

As a manager, your role is not only to evaluate your subordinate's performance, but also to help them grow and develop. Therefore, you should adopt a mentorship mindset when you address the issue of underperformance. This means that you show genuine interest and care for your subordinate's well-being and career goals. You also provide them with constructive feedback, coaching, training, and resources to help them overcome their challenges and achieve their potential. You also celebrate their successes and recognize their efforts.

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Didier "DJ" Vallauri
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Always remember that you’re dealing with a human first, then an employee. Everyone goes through “stuff” in life and you may never know what they’re going through. So ask questions and ask them how you can help them to improve their work.

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Jim Love

Director, Global Solutions at TAPFIN | Keynote & Motivational Speaker | Podcast Host | BIG fan of human beings
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Your ability to coach your team member through this is paramount to success. The more trust you build, the easier this becomes. Recognize they are a vulnerable human and use compassion as your driving force. Come together and move forward together. Set yourself apart as a servant leader by not being judgmental!

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5 Follow up and follow through

One conversation is not enough to solve the problem of underperformance. You need to follow up and follow through with your subordinate to ensure that they are making progress and implementing the action plan you agreed on. You also need to provide them with ongoing feedback, support, and recognition. You can schedule regular check-ins, reviews, or meetings to discuss their achievements, challenges, and next steps. You can also adjust the action plan or the expectations as needed, depending on the situation and the results.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You’re a manager and your subordinate is underperforming. What’s the best way to address the issue?

1

2

3

4

5

6

1 Identify the problem

2 Choose the right time and place

3 Use the feedback sandwich

4 Be a mentor, not a judge

5 Follow up and follow through

6 Here’s what else to consider

Relationship Building

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You’re a manager and your subordinate is underperforming. What’s the best way to address the issue?

1

2

3

4

5

6

1 Identify the problem

2 Choose the right time and place

3 Use the feedback sandwich

4 Be a mentor, not a judge

5 Follow up and follow through

6 Here’s what else to consider

Relationship Building

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