How to Deal with an Underperforming Employee
Different plants thrive in different environments - humans are the same way!
I have had coaching clients in both seats: the manager dealing with an underperforming employee; and an employee lacking confidence in their work and fear of punishment from their leaders. This post is geared towards managers who want to approach this from a place of care. Stay tuned for a future post for employees in this situation looking to advocate for themselves!
First, here are a few goals I address in these tips:
- Make sure they are aware of the situation in a non-judgemental way
- Make sure expectations are clear and understood, so you know what you are working towards as a team
- Make sure it’s clear that you are on the same team and this conversation is about how you can work together on making this a better experience for them. Hold off on any mention of not working things out or this not being a fit because the intention needs to be “we are going to work this out”. Set the expectation and belief we just need to make some adjustments and all will be good.
- Assume best intentions. As Disability Inclusion Author and Consultant Julia Harris says, laziness is a myth. If something is not getting done or there is resistance, it’s usually because there is some fear about how it’s going to make them feel (if it’s hard for them, they will avoid what feels hard). They just need to find a different way to do it that doesn’t feel hard. More on that in a bit.
✅ Action Items for Managers: ✅
1. To the employee: Identify current behavior & how that behavior impacts the org/team, then ask what needs to change.
2. With the employee, set clear expectations together. Make sure this is a collaborative process.
3. Ask the employee to identify "what about the work process is challenging them right now?" This wording is important because this makes it about the current set up that’s not conducive for them rather than putting shame on their capabilities or calling attention to their struggle. Once that hurdle is revealed, you can work together to find accommodations that will support them, allowing them to do their job well. If they don’t know, then ask what experiments can be tried (examples: instead of handwritten or typed notes can they try dictated notes, AI-generated summaries for reports, AI-notetaking that’s still HIPAA compliant, etc.)
4. If you sense feelings of inadequacy or lacking confidence in their work, ask “what development opportunities will make you feel like you are best equipped for your role?” Ask them what would be energizing for them to try? Then you can pressure test with some ideas including: Trainings, certifications, professional development coaching 1:1, mentorship.
Sometimes it truly isn’t a fit and that’s ok - they may need a different environment to thrive that differs from the culture and experience you want to create for your employees and clients. Different plants survive in different climates. The goal is to find what we/they need to bloom!
If you are curious about 1:1 professional development coaching to add more tools in your toolkit for tough conversations, creating neurodivergent-friendly workplaces, and confidence in your work and leadership skills, learn more about working together.
