A comprehensive training for managers on effectively addressing and improving poor performance
Start TrainingBefore addressing poor performance, it's crucial to understand its root causes and manifestations. Poor performance can stem from various factors including lack of skills, personal issues, unclear expectations, workplace environment and how well your team works together.
Click on each level to see how different performance levels might manifest in your team members.
Click on each step to show see the process to address performance issues effectively and professionally:
Explore these common performance scenarios and how to handle them effectively:
An employee who was previously reliable has started missing important deadlines, causing delays for the team.
A team member's work quality has noticeably declined, with frequent errors and a growing need for revisions.
An employee’s persistent negative attitude is starting to affect team morale and collaboration efforts.
Practice your skills in this simulated performance conversation:
How would you respond as the manager?
A typical performance improvement process follows this timeline:
Private meeting to discuss performance concerns and expectations.
Brief meeting to assess initial progress and provide feedback.
Structured evaluation of progress with documented feedback.
Decision point on whether performance has improved sufficiently.
Test your understanding with these interactive questions:
1. When addressing poor performance, your first step should be:
2. When giving feedback about poor performance, you should:
Download these tools to support your performance management efforts:
A step-by-step template for conducting effective performance conversations.
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