We’ve all experienced it: a team member who doesn’t seem to be pulling their weight, leaving others to pick up the slack. This can be an exhausting experience as a leader.  Let’s look at some ideas for effectively leading those who may be underperforming. It’s crucial to address these situations, as a single underperformer can disrupt the team’s dynamics.

Connect to Clarify

First, connect with the individual to clarify the situation. There may be personal challenges they are facing that you’re unaware of. A simple conversation could reveal underlying issues that affect their work performance. For example, ask them how they’re doing outside of work to open doors to a better understanding of their circumstances. This initial connection not only helps you empathize with them but also guides you in adjusting your leadership approach to better support their needs.

Clarify the Issue

After establishing a connection, it’s time for deeper clarification. Determine whether the problem is performance- or behavior-related. Often, individuals underperform because they either don’t understand what’s expected of them or are dealing with behavioral issues such as attitude problems. Take the time to sit down with your team member and identify the core issue. Pinpointing the root cause is essential for effective intervention.

Co-Create a Plan

Once you’ve clarified the issue, create a plan together. Involve the individual in this process to create accountability and ownership. For instance, if someone isn’t meeting their sales numbers, discuss the challenges they face and invite them to contribute ideas for improvement. Encourage them to outline their action steps to increase the likelihood of follow-through.

Consistent Communication and Support

Creating a plan is just the beginning. Consistent communication and support ensure the plan is followed. If the underperformer requires additional training or mentoring, make these resources available. Schedule regular check-ins to monitor progress and provide encouragement. Whether observing a team meeting or discussing strategies, being present demonstrates your commitment to their development. Without ongoing support, the initial plan may fall by the wayside, leaving both you and the team feeling frustrated.

Help Them Grow Up or Out

Finally, consider the individual’s potential for growth. If they are not able or willing to meet expectations despite your efforts, the ultimate goal is to help them either “grow up” into the role or “grow out” to a position or organization where they can thrive. This can be challenging, but it is essential to the team’s overall health.

These are just a few ideas to help you lead underperformers.  Which one of these do you need to put into action this week? A resource I use often with people is the Working Genius assessment.  This tool helps provide an objective assessment of the types of work people enjoy and the type of work that frustrate them.  With this objective information you can gain even greater clarity to position team members for increased performance.  If you want to discuss bringing this to your team then contact me for a quick discovery call.  Lead Well!

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