2. Consider what's causing the problem

Underperformance rarely resolve by themselves. More often, managers ignore the problem and resort to transferring the person somewhere or letting him stay put without doing anything. They only get more and more irritable and frustrated and push the person uncomfortable. If this problem arises, ta...

When you decide to coach the underperformer:

1. Make a plan - create a concrete and measurable plan for what the both of you will do differently. Agree on specific goals, resources needed, timeline, etc. Ask them how they feel with the plan.
2. Regularly monitor progress...

Once you've gathered the details, explain to the underperformer exactly what you're observing, describe how the team's work is affected, and make it clear that you want to help. Ask questions like, How do we get out of this? How do we improve? It's important to engage the person in brainstorming ...

When you decide to coach the underperformer:

3. Respect Confidentiality - while also letting others know  you're working on the underperformance problem, make sure to keep the specific details confidential. 

4. Praise and reward positive changes - make clear that you...

You can't coach someone who doesn't agree that they need help. In the initial conversation- and throughout the intervention- the employee must acknowledge the problem. If they're not open to change, you have to make a decision whether you can live with the issue and at what cost. But if you see w...

Conduct a 360 review but do it carefully and confidentially. Your frustrations may be clouding your judgement where all you can see are the mistakes they are making. Make an honest effort to see what you're missing and look for evidence that proves your assumptions wrong. 

DO

• Take actions as soon as possible
• Consider how you might be contributing to the performance issues
• Make concrete and measurable plan for improvement

Don't

• Assume the issue is resolved after one conversation
...