Learn to address underperformance effectively during performance evaluations with senior stakeholder management strategies for a constructive outcome.

I have been a keen sportsman all my life . I play rugby and waterpolo in university . These sports are gruelling but the training is tougher . As Captain of a team you need to understand the game , which tournament you are pursuing - and most importantly your team members cos no one wins a rugby competition alone . 15 skilled player-colleagues with different skills , attitudes , talents , strengths and weaknesses - you need to harness and motivate and even sideline depending on yr strategy to beat the opposition is key . Putting aside all the guru talk and theories , when it’s time to lead , you lead and do what’s right .

Last updated on Jul 15, 2024

Here's how you can handle underperformance during performance evaluations.

Handling underperformance during performance evaluations is a delicate task that requires a strategic approach. As a senior stakeholder, your role involves ensuring that the evaluation process is constructive and ultimately leads to improved performance. The key is to approach the situation with empathy, clarity, and a focus on solutions. By addressing underperformance effectively, you can help your team members grow professionally while maintaining a positive work environment.

1 Prepare Thoroughly

Before addressing underperformance, it's vital to gather all relevant information. Review the employee's job description, previous evaluations, and any goals set. Understand the context of their performance issues and have concrete examples ready. This preparation will help you conduct a fair and objective evaluation, focusing on facts rather than perceptions. It also demonstrates to the employee that you take their performance seriously and are committed to helping them improve.

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Kenneth Siah-Ann TAN , M.Sc(Maritime Studies),B.Sc (Economics)🇸🇬

Director, The Shipping Academy (SG) |Shipping |Logistics |Special Cargoes |Bunkering |Chartering Brokering |Dangerous Goods |Ports Terminal |Military Cargoes |Procurement |Sales Marketing |Academia |Consultancy |
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I have been a keen sportsman all my life . I play rugby and waterpolo in university . These sports are gruelling but the training is tougher . As Captain of a team you need to understand the game , which tournament you are pursuing - and most importantly your team members cos no one wins a rugby competition alone . 15 skilled player-colleagues with different skills , attitudes , talents , strengths and weaknesses - you need to harness and motivate and even sideline depending on yr strategy to beat the opposition is key . Putting aside all the guru talk and theories , when it’s time to lead , you lead and do what’s right .

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Deepa Rajan

💡Transforming Job seekers & Professionals 10X their Impact and Income | Career Coach | AI Driven Strategies to Land Dream Jobs | 🎯💰
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Unleashing Potential: Handling Poor Performance with Compassion and a Fresh Angle 1. The Compassionate Lens: Rather than labeling someone as an “underperformer, consider their unique circumstances 2. Feedback as a Compass: Ask questions like, “What steps can we take together?” & “How can I support you moving forward?” 3. Co-Create Solutions: Involve the employee in problem-solving. They know their roles best. 4. Strengths-Based Approach: Highlight their strengths. Acknowledge what they do well. 5. Growth Mindset: Encourage a growth mindset. Remind them that setbacks are steppingstones Remember, underperformance isn’t a dead end—it’s a detour toward growth. Let’s navigate it together!

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2 Open Dialogue

Initiate the performance evaluation with an open and honest conversation. Encourage the employee to share their perspective on their performance and any challenges they've faced. This two-way dialogue can reveal insights into why underperformance occurred and help identify potential solutions. It's important to listen actively and empathize with the employee's situation, which can build trust and openness during the evaluation process.

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Jason Puah

Government Engagement, Singapore, Malaysia, and Thailand, Visa
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If the topic of underperformance comes across as a surprise to the employee during an annual review, then the manager has to make performance reviews a more regular conversation during the course of the year. Go into such conversations in a humanistic way and don't bring your manager's checklist to the meeting. During the first meeting, both parties should just be prepared to listen. After emotions (and possibly tension) are out of the way, shared outcomes and joint solutions can be discussed at follow-up meetings.

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3 Focus on Growth

When discussing underperformance, emphasize the employee's potential for growth rather than dwelling on past failures. Set achievable goals and offer support in the form of training, mentoring, or additional resources. This positive approach can motivate the employee to improve and signals your investment in their development. By framing the conversation around future success, you can transform a difficult discussion into an opportunity for professional growth.

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4 Provide Clarity

Clearly communicate what constitutes acceptable performance and what improvements are expected. Use specific, measurable objectives to track progress and avoid ambiguity. This clarity will help the employee understand exactly what is required to meet performance standards and eliminate any confusion. It also sets a benchmark for future evaluations, making it easier to assess progress and hold the employee accountable.

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5 Follow-Up Regularly

Establish a follow-up plan to monitor the employee's progress. Schedule regular check-ins to discuss achievements and address any ongoing issues. These sessions are an opportunity to provide continuous feedback and adjust goals as necessary. Regular follow-ups demonstrate your commitment to the employee's success and ensure that performance improvements are sustained over time.

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6 Support System

Lastly, remind the employee that they are not alone in their journey to improved performance. Encourage them to seek help from peers, supervisors, or mentors. A supportive work environment can make a significant difference in an employee's ability to overcome challenges and enhance their skills. By fostering a culture of collaboration and support, you can help employees feel valued and motivated to succeed.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Here's how you can handle underperformance during performance evaluations.

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Open Dialogue

3 Focus on Growth

4 Provide Clarity

5 Follow-Up Regularly

6 Support System

7 Here’s what else to consider

Senior Stakeholder Management

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Here's how you can handle underperformance during performance evaluations.

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Open Dialogue

3 Focus on Growth

4 Provide Clarity

5 Follow-Up Regularly

6 Support System

7 Here’s what else to consider

Senior Stakeholder Management

Rate this article

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