Last updated on Jul 5, 2024

Here's how you can effectively manage underperforming team members as a leader.

Performance management is an integral part of leadership, especially when it comes to addressing underperformance within a team. As a leader, you are tasked not only with driving results but also with nurturing the growth and development of your team members. When faced with underperforming individuals, it's essential to approach the situation with a balance of empathy and assertiveness to foster improvement and maintain team morale. The following strategies will guide you in effectively managing team members who may not be meeting expectations.

1 Identify Issues

The first step in managing underperformance is to identify the root causes. Engage in a one-on-one conversation with the team member to understand the challenges they are facing. It could be a lack of clarity in their role, personal issues, or skill deficits. By pinpointing the exact issue, you can tailor your management approach to their specific needs and help them overcome the hurdles that are impacting their performance.

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Anjali Dave

Top HR Voice | HR Manager | Full Stack Recruitment | 20K Followers | Personal Branding
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Managing underperforming team members requires a combination of empathy, clear communication, and structured support. Here’s a step-by-step approach to effectively handle underperformance as a leader: 1) Identify the Root Causes 2) Provide Clear Feedback 3) Set Clear Expectations 4) Offer Support and Resources 5) Create a Performance Improvement Plan (PIP) 6) Address Underperformance Promptly 7) Consider Cultural and Personal Factors

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Tony Ragoonanan

Performance Management and Emotional Intelligence Specialist | Helping businesses to optimize organizational behaviour | Founder of V-Formation Training and Development
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With underperformance, the key is really identifying the reasons for it. Is it due to a lack of skills? Is the employee feeling uncomfortable in some way? Are they clear on expectations? What are you as a leader observing? The first step is a conversation: As long as you have identified the reason, bridging the gap becomes the focus. Is there a need for training to develop knowledge or skills? Is there a need for coaching to change behaviours? or do you as a leader need to change anything within their environment that may improve it in some way? did you ask for feedback on what are their expectations from you as a leader?

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Tatiana Vysotina

HR Business and People Partner |Telecom | Retail | FMCG | I'm looking for an opportunity to contribute to a global team as an HR professional
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It's important to set clear performance expectations, goals, and metrics. Work together to establish performance expectations. Involve team members in setting goals and metrics to ensure buy-in

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2 Set Expectations

Once the issues are identified, it's crucial to set clear and achievable expectations. Discuss with the team member what is expected of them and ensure they understand their goals and how these align with the team's objectives. This clarity will provide them with a roadmap to follow and help them focus on what needs to be accomplished to improve their performance.

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3 Provide Support

Supporting your team member is key to their recovery from underperformance. Offer resources such as training, mentorship, or time management tools that can help them develop the skills they need to succeed. Regular check-ins can also provide ongoing support and keep the lines of communication open, ensuring they feel valued and understood throughout the process.

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4 Monitor Progress

Tracking progress is essential in ensuring that the team member is improving and that your interventions are effective. Set up regular review sessions to discuss developments, celebrate achievements, and address any ongoing issues. This will not only motivate the team member but also provide you with insights into the effectiveness of your performance management strategies.

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5 Adjust Strategies

Not all interventions will work for every individual, so be prepared to adjust your strategies as needed. If a certain approach isn't yielding the expected results, revisit the situation and explore alternative methods. Flexibility in your management style shows that you are committed to finding the best way to support each team member's unique needs and circumstances.

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6 Encourage Teamwork

Finally, foster an environment where teamwork is encouraged, and peers support each other. A collaborative atmosphere can often provide the social support and peer learning opportunities that underperforming team members need to get back on track. Encourage your team to work together, share knowledge, and help one another, as this can create a more cohesive and high-performing team overall.

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Tatiana Vysotina

HR Business and People Partner |Telecom | Retail | FMCG | I'm looking for an opportunity to contribute to a global team as an HR professional
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Use the power of shared experiences. Discovering what people love doing is a powerful way to boost team engagement. It's about creating an environment where people feel valued for who they are, not just what they do at work.

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7 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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Akram Khan
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Managing an underperforming team requires leaders to blend empathy with strategic intervention. Start by conducting anonymous feedback sessions to uncover hidden issues without fear of reprisal. Introduce a "skills barter system" where team members teach each other their strengths, fostering peer support and skill enhancement. Implement a "failure forum," encouraging open discussion of mistakes to destigmatize failure and promote learning. Lastly, personalize motivation by aligning individual passions with team goals, creating a more engaged and driven team dynamic.

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Here's how you can effectively manage underperforming team members as a leader.

1

2

3

4

5

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1 Identify Issues

2 Set Expectations

3 Provide Support

4 Monitor Progress

5 Adjust Strategies

6 Encourage Teamwork

7 Here’s what else to consider

Performance Management

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Here's how you can effectively manage underperforming team members as a leader.

1

2

3

4

5

6

7

1 Identify Issues

2 Set Expectations

3 Provide Support

4 Monitor Progress

5 Adjust Strategies

6 Encourage Teamwork

7 Here’s what else to consider

Performance Management

Rate this article

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