You're managing an underperforming employee. How can you balance compassion with setting clear expectations?

Deep dive to understand the causes of under performance: competence, self composure or disengagement. Based on the diagnosis, try appropriate solution Remember, each case is unique, so the resolution has to be likewise

Balancing compassion with clear expectations is crucial when managing an underperforming employee. Start with empathy—understand the root causes and listen genuinely. Set clear, measurable goals to guide improvement. Offer support through tools, training, or mentorship. Regularly monitor progress, celebrating wins to boost confidence. Finally, maintain accountability; compassion doesn’t mean lowering standards. Honest conversations about consequences are necessary if progress isn’t made. This approach fosters growth, trust, and accountability within the team.

Honest, non-threatening conversations are essential and often avoided at workplaces. The conversation may require creating a safe place, maybe even hold the physical meet (always preferred, when possible) outside of office. Have someone they trust present, if they are not comfortable with you. Arrive at that meeting with an open mind, willing to see this person anew. Nonperformers often get into a box. Be willing to unlearn some of the perceptions about this person. Listen more, and listen deeply.

Balancing compassion with setting clear expectations when managing an underperforming employee is crucial to improving performance while maintaining a positive work environment. Private and Respectful Communication One-on-One Meeting: Schedule a private meeting to discuss the performance issues. Ensure the conversation is respectful. Create a Safe Space: Make it clear that the purpose of the meeting is to support the employee and help them succeed, not to criticize them harshly. Identify the Root Cause Open Dialogue: Ask open-ended questions to understand any underlying issues or challenges the employee might be facing, whether personal or professional. Active Listening: Listen actively to their concerns and show empathy.

Getting all the facts up front is critical to making the best action plan. Make sure you have examples and evidence to back up your decisions.

All communication should be clear and written. OfCourse the expectations need to be within the reach and role of the employee. There must be a consideration to see, from past record that the employee is unable to fulfill his KRAs, set goals within that role. If the idea is to support him to understand that he himself is over committed, then arrive at lower, more reasonable expectation benchmarks, and so on. Make this process a more collaborative process than a one side dictated process. Arrive at these expectations together. The motto ideally is to ensure "right person, in the right seat". We find this challenge very present in smaller size organization like ours.

After discussing the performance issues, set clear, achievable expectations and goals. Ensure the employee understands what is expected of them and the standards they need to meet. My method:- Develop a performance improvement plan (PIP) that outlines specific, measurable, achievable, relevant, and time-bound (SMART) goals. Include milestones and deadlines to track progress. Ensure that employee is involved while finalizing these SMART goals.

Clearly communicate performance expectations and goals. Ensure the employee understands the standards required for success. I had a one-on-one meeting with the underperforming employee to outline specific expectations and key performance indicators (KPIs) for the next quarter.

Provide necessary resources, training, or mentorship to help the employee improve. Show your support and belief in their ability to succeed. I offered an employee additional training on time management and project prioritisation, as well as a mentor to guide them through their challenges.

Offering support and resources shows that you are invested in the employee’s success. This can include training, mentoring, or adjustments to their workload. My method:- Always ask the employee what specific support is needed to improve. Collaborate on creating a plan that includes necessary resources, training, or adjustments to their role.

Continuous monitoring and feedback are essential to ensure that the employee stays on track with their improvement plan. Regular check-ins allow you to address any issues promptly and provide ongoing support. My take:- Pls have a regular follow-up meetings to review progress, celebrate achievements, and discuss any challenges. Provide constructive feedback and adjust the plan as needed.

Regularly track the employee's performance to measure progress. Provide constructive feedback and celebrate small wins. I scheduled weekly check-ins with the employee to monitor their progress and offer encouragement.

If the employee continues to underperform, it may be necessary to adjust expectations or roles. Have open conversations about potential solutions, such as reassignment or additional support. When the employee continued to struggle despite additional support, we had an open conversation about potential career paths within the company.

Regularly evaluate the effectiveness of your approach and make necessary adjustments. Be flexible and open to changing strategies if the initial plan does not yield the desired results. My method (though controversial among my peers):- Seek feedback from the employee and other team members on your management approach. Use this feedback to refine the strategies and improve on your own leadership skills.

While it's important to show compassion, it's equally important to hold employees accountable for their performance. Ensure there are consequences for continued underperformance, while also offering opportunities for growth and improvement. I maintained regular communication with the employee, emphasizing the importance of meeting expectations while offering support and guidance.