Underperformance, we all have our part to play.

Following last weeks look at difficult conversations, this week I move on to coaching underperformance with care and love.

As managers, leaders or colleagues, it is our responsibility to guide and support our team members to achieve their fullest potential. By investing time and effort in coaching those who are underperforming, we not only unlock their capabilities but also foster a culture of growth, learning, and success.

Some of the best coaching I have seen in the workplace has actually come from colleagues not Manager or Leaders. It is often easier for someone that is underperforming to open up to a colleague instead of a leader. So how do you help?

Recognising Underperformance:

The first step in coaching underperformers is to identify and acknowledge the issue. Signs of underperformance may manifest as missed deadlines, declining quality of work, decreased motivation, or strained relationships. It is crucial to approach this situation with care, love & empathy and a genuine desire to understand the underlying factors contributing to the performance gap.

Building Trust and Rapport:

Once you have identified an underperforming team member, it is essential to establish a foundation of trust and rapport. Schedule a one-on-one meeting to discuss their performance concerns and create a safe space where they can express their challenges openly. Active listening and empathetic communication are key during this phase. Remember, the goal is to support them, not to criticise or judge. Your there to help them achieve the best they can.

Identifying Root Causes:

Coaching underperformers requires digging deeper to identify the underlying causes. These reasons can range from a lack of skills or knowledge to personal issues, low confidence, or even a misalignment between their strengths and job responsibilities. Conduct a thorough assessment by asking probing questions and seeking their perspective. This collaborative approach helps them feel valued and encourages ownership of their own improvement.

Setting Clear Expectations:

During the coaching process, it is essential to set clear expectations and mutually agreed-upon goals. Clearly communicate the desired outcomes, performance standards, and timelines for improvement. This clarity enables underperformers to understand what is expected of them and provides a roadmap for their development. Regularly revisit these expectations to provide feedback and track progress.

One Size does not fit all - Tailor your Coaching Approach:

It is Vital to recognise that every individual is unique, with their own learning style and motivations. As a coach, it is vital to adapt your approach accordingly. Some individuals may benefit from hands-on training, while others may respond better to self-paced learning or mentorship. By customizing your coaching approach, you can maximize the chances of success and create an environment conducive to growth.

Providing Resources and Support:

Coaching underperformers often requires providing the necessary resources and support. This may include additional training, mentoring, job-shadowing opportunities, or access to specialized tools. Or it may be just as simple as letting the person be heard. Encourage them to take advantage of these resources and actively participate in their development. Regular check-ins and ongoing support help reinforce their progress and show your commitment to their success.

Offer Constructive Feedback: Never Criticise!!!

Feedback plays a vital role in the coaching process. When providing feedback, ensure that it is constructive, specific, and actionable. Focus on behavior and outcomes rather than personal attributes. By highlighting areas of improvement and suggesting alternative strategies, you empower underperformers to learn from there mistakes and make meaningful changes. Remember to balance feedback with recognition of their strengths and progress.

Celebrate Small Wins:

Acknowledging small wins along the coaching journey can have a profound impact on motivation and morale. Recognise and celebrate the progress made by underperformers, no matter how small. This positive reinforcement encourages a growth mindset, instills confidence, and reinforces the belief that improvement is possible. Moreover, it fosters a supportive and inclusive team culture, inspiring others to strive for excellence.

Knowing When to Pivot:

While coaching underperformers it is essential to recognise when a different approach is required. In some cases, despite your best efforts, an individual may continue to struggle to meet expectations. Try different things and always offer support.

You're their to help people get back on track, move past underperformance. After all there success is your success.!!

We're here to help. If you would like support to help you or your team set and achieve goals, improve sales with a growth mindset and find an approach to learning that sticks, please reach out.?

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