Every organisation has them—employees whose performance or behaviour is quietly eroding team morale, customer satisfaction, and results. Yet far too often, leaders delay action or hope the issue will self-correct.
It rarely does.
Poor performance and behaviour don’t fix themselves. They fester.
The most effective leaders know how to address underperformance head-on—without micromanaging, humiliating, or creating fear.
They know that holding people to account is not about punishment; it’s about growth, clarity, and protecting the standards that drive success.
So how can you turn things around before damage sets in?
It starts with three leadership moves:
1. Observe Patterns, Not Just Incidents
One missed deadline may be an outlier. But repeated lateness, blame-shifting, or disengagement are patterns that need addressing.
Great leaders track what, when, and how often poor behaviours occur—not just the moments that trigger frustration.
This approach removes emotion from the conversation and makes feedback feel objective rather than personal.
2. Ask, Don’t Assume
Before jumping to conclusions, investigate the “why” behind the behaviour.
Is the person overwhelmed? Lacking clarity? Struggling with personal issues? Or are they simply misaligned to the role?
Asking questions like “What’s getting in the way of your success?” or “How do you think this is impacting the team?” invites honest dialogue and builds accountability from within.
According to a 2023 Leadership IQ study, 46% of newly hired employees fail within 18 months—mostly due to poor attitude, not technical skill.
The real problem? These issues often go unspoken until it’s too late.
3. Reset Expectations and Follow Through
Once the root cause is clear, clearly articulate the expectations moving forward.
Be specific, measurable, and time-bound.
Then—most importantly—follow through. If performance doesn’t improve, take action. If it does, recognise the progress. Both responses matter equally.
Ultimately, the standard you walk past is the standard you accept.
Too many leaders confuse compassion with avoidance. But true leadership means being fair, not soft. It means being clear, not cryptic. And it means acting early—because every day you delay, the culture pays.
Poor performance is rarely just an individual issue. It’s a leadership signal.
The best leaders don’t ignore it—they investigate, address, and empower change.
Because when expectations are clear, support is strong, and accountability is consistent—performance lifts, culture improves, and everyone wins.
