As a leader, one of the most challenging tasks you will face is addressing poor performance with your team members. Whether it’s missed deadlines, subpar work quality, or lacklustre effort, these conversations can be uncomfortable. However, they are crucial for maintaining high standards and ensuring the success of your team and business.
Why Addressing Poor Performance is Important
Avoiding difficult conversations may seem easier in the short term, but it can lead to a range of problems, including:
- Decreased team morale: When one team member underperforms without consequences, it can demotivate others who are working hard.
- Worsening of the issue: Unaddressed performance problems tend to escalate, becoming more difficult to fix later.
- Loss of trust: A lack of accountability can erode trust between you and your team. Leaders who don’t address performance issues can be seen as weak or indecisive.
Key Steps to Having a Constructive Conversation
- Prepare Ahead of Time
Before sitting down with the team member, take the time to gather specific examples of the poor performance. This helps keep the conversation focused on facts, rather than feelings or assumptions. Prepare to explain the impact of the behaviour on the team and business.
- Create a Safe Space
Approach the conversation with empathy. Make sure the environment is calm and private. Let the team member know that the purpose of the conversation is to help them succeed, not to punish them.
- Be Clear and Specific
Focus on specific behaviours rather than generalizations. For example, instead of saying “Your performance isn’t good enough,” you could say, “I’ve noticed that your reports have been submitted late for the past three weeks, which affects our project timelines.” Being specific helps the individual understand what needs to change.
- Listen to Their Side
Effective communication is a two-way street. Give the employee the opportunity to explain their side. There may be external factors, lack of resources, or personal challenges affecting their performance. Listening helps build understanding and trust.
- Focus on Solutions
Shift the conversation toward improvement. Work together to identify practical steps the employee can take to improve their performance. Set clear expectations and timelines, and offer support or resources to help them succeed.
- Follow Up Regularly
A one-off conversation isn’t enough. Schedule regular check-ins to review progress and provide additional feedback. This helps keep the employee accountable and reinforces your commitment to their success.
The Power of Leadership Coaching in Difficult Conversations
Having difficult conversations about poor performance is a skill that can be developed. As a leader, you don’t have to navigate these challenges alone. Leadership coaching can help you build the confidence and strategies to handle difficult conversations with empathy, clarity, and impact.
At Aster HR, our one-on-one leadership coaching program is designed to empower leaders like you with the tools and insights needed to improve your leadership skills, including how to address poor performance effectively. We’ll work with you to develop a customised plan to navigate tough conversations, build stronger relationships with your team, and foster a high-performance culture.
If you’re ready to take your leadership skills to the next level, contact us today to learn more about our coaching program and how we can support you in becoming the leader your team needs.
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📧 hello@asterhr.com.au
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