2.3 List actions that could be taken to rectify underperformance

If the change in performance is small, try not to jump in too quickly.

If the change in behavior is obviously having an impact and indicates a more permanent dip then the manager needs to intervene. 

As mentioned previously, try not to jump to conclusions too quickly. A lack of motivation might be due to a lack of ability with a new task, or a lack of ability might be more to do with a the lack of motivation. 


So start a dialogue. It sounds so simple, but it might surprise you how often people fail to do this. Be specific and be positive. Start by asking them how they're doing. When you begin to address the issue, make it matter of fact, not catastrophic.

Tell them you've noticed or have become aware of  the change and be very clear about the details. 

Aim to be an even better listener than a talker, and you'll likely uncover what's really going on. No matter what the root cause, your job is to seek to help. Re-establish performance expectations, and, when needed, to clarify consequences moving forward. 

If however, the issue is related to ability, you might consider.

First, the use of informal check-ups. If you have high confidence in the person's ability to self correct, maybe a good conversation, followed by a few check-ups is all that's necessary.

Keep contact with them, to monitor how the are progressing. This may be all that is required to get them back on track. 

Offer support through mentoring, shadowing, training or any any means available. 

If the problem is big enough or persistent enough, you might want a formal approach, such as an improvement plan.

Try to provide teams with 

  1. Autonomy – Give people the ability to direct themselves. Don’t make their work purely dictated by others, including you.

  2. Mastery – People want to be great by adding and improving their skills. Help them grow those skills and they’ll be very motivated.

  3. Purpose – Tap into people’s drive to work on things that matter. Give them a reason why their work is important and how they fit into the bigger picture.

Tip -

The suggestions you make must relate to your company.

Try to offer actions that you can do, not major changes in the company that are out of your control.

Try to explain how and why the actions would sort out the problem.