Lesson 3.3 — Managing Underperformance

Addressing underperformance early and directly is fairer to the team member than letting it drift — and fairer to the rest of the team, who often notice and are affected by it.

• Have the conversation privately, early, and based on specific examples.
• Separate a skill gap (needs training or support) from a will gap (needs a different conversation).
• Agree a clear improvement plan with timelines, and follow up consistently.
• Keep a written record of conversations and agreed actions.

Scenario

A team member has missed the same deadline three times this quarter, each time with a different excuse. What would you want to know before deciding how to respond?