Managing underperformance can be one of the more difficult aspects of a manager’s role. It can be tempting to wait and see whether things improve, particularly when a manager is unsure how to approach the conversation.

However, addressing concerns early can lead to better outcomes for both the employee and the organisation. It gives employees clarity on what is expected of them and an opportunity to improve, while helping managers prevent performance concerns from becoming more difficult to resolve.

When issues are left unaddressed, the impact can extend beyond the individual employee, affecting productivity, team morale, customer service and overall employee engagement.

Recognising the Early Signs of Underperformance

Underperformance can present itself in different ways. Managers should be alert to signs such as:

Missed deadlines
 Declining quality of work
Increased absenteeism
Lack of engagement
Failure to meet agreed objectives

Managers should address concerns promptly through supportive conversations focused on understanding the underlying causes.

Key Steps for Managers

When a performance concern arises, managers should:

✔ Identify the issue clearly
✔ Gather objective evidence
✔ Meet with the employee promptly
✔ Agree improvement actions
✔ Monitor progress regularly
✔ Document discussions and outcomes

Effective performance management depends on managers having the confidence to address concerns promptly, fairly and consistently. Providing the right training can help managers approach difficult conversations constructively, set clear expectations and support employees towards improvement.

At Voltedge Management, our practical Performance Management Training helps managers develop the skills and confidence to manage underperformance and have meaningful performance conversations with their teams. Contact us at info@voltedge.ie or call 01 525 2914 to learn more about our training programmes.

Sinéad McCabe, HR Consultant