Spot It.
Everyone knows who it is. Deadlines slip, quality suffers and others quietly pick up the slack. Your strong performers are getting frustrated, and some are starting to wonder why nothing ever changes. You keep hoping things will improve on their own.
Sight It.
Owners often delay action out of loyalty, a wish to avoid conflict or dread of replacing someone. Expectations may never have been made clear in the first place. The person may be in the wrong role, missing training or dealing with something outside work. Meanwhile, tolerating poor performance tells everyone else the standard doesn't really matter.
Solve It.
Address it fairly and directly:
- Write down the specific gaps between expectations and results.
- Meet privately with the employee, share what you see and listen to their side.
- Agree on clear goals, the support you will provide and a timeline for improvement.
- Check in regularly and keep notes on progress.
- If things don't improve, make a decision. Talk with your HR advisor or employment attorney before ending employment.
Acting fairly and promptly is kinder to everyone, including the person who is struggling.
Fixed it yourself? Great. Want help making it stick? Talk to a Troubleshooter.