Effective Ways to Talk to Underperforming Employees

WELCOME BACK!!! I'm sure you will agree that addressing performance issues can be daunting for any leader. But with the right approach, these conversations can lead to growth and stronger relationships.

"Great leadership isn’t about avoiding tough conversations—it’s about turning them into opportunities for growth." - D. Dhyani

Here are some quick strategies to handle discussions with underperforming employees confidently and empathetically, helping you turn challenges into opportunities for improvement.

1. Dig Deep: Understand the Root Cause of the Issue

Before addressing performance, understand why the employee is underperforming. If personal challenges are involved, like family issues, offer flexibility. For example, a team member missing deadlines due to personal stress may benefit from a revised work schedule or extra support during tough times.

2. Get Specific: Concrete Examples to Drive Your Point Home

Use concrete data to support your feedback. Instead of saying, “You’re not meeting expectations,” say, “I noticed the last two reports were submitted late, impacting our project timelines.” This clear, specific feedback helps avoid misunderstandings.

3. Lead with Empathy: Open the Conversation with Care

Approach the conversation with empathy to reduce defensiveness. For instance, begin with, “I know balancing work and personal challenges can be tough. Let’s talk about how I can support you.” This opens the door for honest dialogue.

4. Team Up: Collaborate to Find Solutions Together

Engage your employee in finding solutions. If they’re struggling with a workload issue, ask, “What can we do together to help you manage this more effectively?” This collaborative approach fosters accountability and buy-in.

5. Provide the Right Tools: Offer Resources and Support

If skills gaps are the issue, provide support like additional training or mentorship. For example, an employee struggling with a new software tool might benefit from a hands-on workshop or one-on-one coaching.

6. Stay Cool: Handle Pushback with Calm and Clarity

Not all employees will embrace feedback right away. If pushback occurs, stay calm and redirect the conversation. If an employee says, “Everyone else is late too,” respond with, “I understand, but let’s focus on how we can improve your punctuality.”

7. Check In: Keep the Momentum Going with Follow-Ups

Follow-up meetings ensure ongoing progress. Schedule regular check-ins to reassess goals, discuss challenges, and celebrate small wins. For instance, after improving punctuality, praise the employee’s consistency in arriving on time.

By applying these strategies, you can turn difficult conversations into opportunities for growth and foster a supportive, high-performance culture.

For more in-depth guidance, read the full blog here.

Learn More-

ENJOYING THIS CONTENT!!! Subscribe for free to stay updated with the latest insights from The Unstuck Journey