My Employee Is Falling Behind—What Do I Do?”

My Employee Is Falling Behind—What Do I Do?”

Ever found yourself frustrated because an employee just isn’t keeping up? Maybe they’re missing deadlines, their work quality is slipping, or they seem disengaged. You’ve reminded them, pushed deadlines, maybe even stepped in to fix things yourself… and still, no real improvement.

So now you’re asking: What do I do? How do I get them back on track without micromanaging or making the situation worse?

Here’s the thing—when someone is falling behind, it’s rarely just about the work. There’s always something deeper. And as a leader, your job isn’t just to point out the problem; it’s to create clarity, build confidence, and get things moving in the right direction.

1. Stop Assuming and Start Asking

Before you jump to conclusions, have a real conversation. Instead of, “You’re behind—what’s going on?” try, “I’ve noticed some struggles lately. How are you doing?”

That small shift changes the tone completely. You’re not just addressing performance—you’re opening the door for an honest discussion. Maybe they’re overwhelmed, unclear on priorities, or dealing with something personal. You won’t know unless you ask.

2. Get Clear on What Actually Matters

A lot of times, employees fall behind because they’re drowning in tasks without knowing what’s truly important. So, take a step back and reset the focus:

???????What needs to be done first?

???????What’s non-negotiable?

???????What can wait?

Clarity cuts through overwhelm. When people know exactly what to focus on, they can move forward with confidence.

3. Identify What’s in Their Way

Falling behind isn’t always about effort—it’s often about roadblocks. Maybe they don’t have the right tools, training, or support. Maybe the process is broken. Or maybe they’re simply stuck in a cycle of perfectionism or overthinking.

Your job is to find the real issue and offer solutions. Ask: “What’s making this harder than it needs to be?” Then work together to fix it.

4. Shift from ‘Catch Up’ Mode to ‘Small Wins’ Mode

When someone’s behind, the last thing they need is a giant mountain of work staring them in the face. Break it down. Instead of saying, “You need to finish everything by Friday,” try, “Let’s knock out two key tasks today and go from there.”

Small wins create momentum. And momentum leads to results.

5. Follow Up—With Accountability AND Encouragement

Once you have a plan, don’t just check in to see if they’ve caught up—check in to keep them motivated. Recognize progress. Acknowledge effort. Reinforce expectations.

Leadership isn’t just about holding people accountable; it’s about empowering them to step up. And when they see that you’re invested in their success—not just their output—they’ll be more likely to rise to the occasion.

The Bottom Line

If your employee is falling behind, don’t just react—reset. Instead of pushing harder, take a step back, find the root cause, and give them the clarity and confidence they need to move forward.

Because when you help people take control of the right actions, the results will always follow.

Which of these strategies do you think your team needs most right now?

I am Clara Capano and I am committed to building healthy organizational cultures and high-performing teams. If your team can use a little CLARATY, let's talk.