{"id":139709,"date":"2024-12-02T11:58:06","date_gmt":"2024-12-02T10:58:06","guid":{"rendered":"https:\/\/www.orgdch.org\/managing-underperforming-employees\/"},"modified":"2025-03-11T16:22:53","modified_gmt":"2025-03-11T15:22:53","slug":"managing-underperforming-employees","status":"publish","type":"post","link":"https:\/\/www.orgdch.org\/en\/managing-underperforming-employees\/","title":{"rendered":"Managing underperforming employees"},"content":{"rendered":"
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Of all the tasks managers must perform, talking to an employee about underperformance is among the most dreaded. However, setbacks on the road to high performance are inevitable. <\/p>\n

When someone who has demonstrated competence and commitment to a task regresses in their level of development with respect to that goal, these setbacks are called regression.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

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How to recognize a regression?<\/h3>\n

As a leader, how can you recognize when someone has regressed on a goal? There are many signs: the person may seem apathetic or less motivated, feel overwhelmed or have less confidence in the goal. Progress stops or the results are not as good as before. All of these symptoms indicate that, as a leader, it is time to intervene, address the regression and take action to get back on track. <\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

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Determine what is causing the backlash.<\/h3>\n

The best way to respond when you notice signs of declining performance is to talk to your team member to identify the causes of the setback. Ask how he or she sees the situation and how he or she feels about it. Factors such as lack of clarity of purpose, lack of skills or personal problems may be causes. Sometimes performance expectations are unclear, and it is important to recognize if you have also contributed to the problem. Recognizing your mistakes is a key quality of a great leader. <\/p>\n<\/div>\n<\/div>\n<\/div>\n

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Intervene before regression becomes a problem<\/h3>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n
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Regardless of the cause, it is critical to address the situation as soon as possible. Many managers, for fear of confrontation, ignore signs of underperformance, but this will not solve the problem. Rather, it can make it worse. Regression in one area can spill over into others. An ineffective response is to apply pressure without providing support or direction, which will only make the situation worse. <\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

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Using SLII\u00ae to get back on track and move forward<\/h3>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n
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SLII\u00ae provides a common language for employee development, aligning goals and levels of competency and commitment. After identifying the cause of regression, have a structured conversation. Make sure the objective is clear and motivating, and adjust the necessary leadership style according to the skills and challenges. Finally, create an action plan and organize follow-up meetings to evaluate progress.<\/p>\n

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Once you and your team have identified the cause of the regression, you can have a structured conversation using the language of SLII\u00ae. First, make sure that both you and your team member are aligned on the objective. Is the objective specific, measurable and well understood? Is it still motivating, achievable and relevant? If not, it is time to clarify details, rekindle motivation, rebuild trust and reaffirm the relevance of the objective.<\/p>\n

Next, decide together what leadership style your employee needs to work on this objective. If you lack skills or knowledge, what kind of direction do you need? If the goal is more difficult or takes longer than expected, what kind of support do you need? Be specific and intentional about the leadership style you and your partner agree you need.<\/p>\n

Finally, develop an action plan and schedule a follow-up meeting to monitor progress and provide feedback. This last step is crucial and can be repeated until you and your partner agree that it is no longer necessary.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

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It has never been easier to lead with SLII\u00ae.<\/h3>\n

This approach ensures that the inevitable dips in performance will not halt progress. SLII\u00ae has been one of the best-selling leadership development programs for decades and now it’s even better. Today’s leaders can use the latest technology, such as videos, an updated app and an AI-enabled chatbot, to lead anytime, anywhere, while maintaining the same goal: empowering leaders at all levels to turn potential into performance.<\/p>\n<\/div>\n<\/div>\n<\/div>\n

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Note:<\/strong> This article is a translation of the original article by Dr. Ken Blanchard, co-founder and Spiritual Director of Blanchard\u00ae.<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>

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