The Best Way to Help Your Team When They Are Under Performing

As a leader, one of your most significant responsibilities is to support and guide your team towards success. However, there may come a time when some team members underperform, and addressing this situation is crucial for the overall productivity and morale of your team. In this blog post, we’ll explore the best ways to help your team when they are underperforming, fostering growth, and turning challenges into opportunities for improvement.

Open and Honest Communication: When addressing underperformance is to initiate an open and honest conversation with the team member in question. Approach the discussion with empathy and a willingness to understand their perspective. Allow them to share their challenges and concerns without judgment. This not only builds trust but also provides valuable insights into the underlying issues.

Set Clear Expectations: Sometimes, underperformance can stem from a lack of clarity regarding expectations and goals. As a leader, it’s essential to ensure that your team members have a clear understanding of their roles, responsibilities, and performance expectations. Provide specific, measurable, and achievable goals to guide them.

Offer Support and Resources: Underperforming team members may benefit from additional support or resources. This could include training, mentorship, or access to tools that enhance their skills. By showing that you are committed to helping them succeed, you create an environment where they feel valued and motivated to improve.

Provide Constructive Feedback: Feedback is a powerful tool for improvement, but it must be delivered constructively. Focus on specific behaviors or actions that need improvement, and offer guidance on how to enhance their performance. Avoid personal criticism and emphasize the opportunity for growth.

Create an Action Plan: Work collaboratively with the underperforming team member to create a personalized action plan for improvement. Define clear steps, timelines, and measurable outcomes. Regularly check in to track progress and offer support as needed.

Foster a Growth Mindset: Encourage a growth mindset within your team. Emphasize that mistakes and setbacks are opportunities for learning and development. When team members believe in their ability to grow and improve, they are more likely to take ownership of their performance.

Monitor and Recognize Progress: Recognize and celebrate even small improvements in performance. Positive reinforcement can boost morale and motivation. Acknowledge their efforts and highlight the positive impact their growth has on the team.

Address Persistent Issues: If underperformance persists despite your efforts, it may be necessary to consider more significant interventions, such as reassigning roles or providing additional training. While it’s essential to support team members, you must also prioritize the overall success of the team.

Seek Input from the Team: In some cases, team members may have valuable insights into how to address underperformance within the team. Encourage open dialogue and consider their input when devising solutions.

Lead by Example: As a leader, your behavior sets the standard for your team. Demonstrate a commitment to continuous improvement and a willingness to address your shortcomings. Lead by example to inspire your team to do the same.

Addressing underperformance is a challenging but necessary aspect of leadership. By taking a proactive and empathetic approach, you can help your team members overcome challenges, unlock their potential, and contribute to the overall success of your organization.

Lead From Within: When you invest in your team’s development and well-being, you create a culture of continuous learning and success.


#1 N A T I O N A L  B E S T S E L L E R

The Leadership Gap
What Gets Between You and Your Greatness

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

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Lolly Daskal is one of the most sought-after executive leadership coaches in the world. Her extensive cross-cultural expertise spans 14 countries, six languages and hundreds of companies. As founder and CEO of Lead From Within, her proprietary leadership program is engineered to be a catalyst for leaders who want to enhance performance and make a meaningful difference in their companies, their lives, and the world.

Of Lolly’s many awards and accolades, Lolly was designated a Top-50 Leadership and Management Expert by Inc. magazine. Huffington Post honored Lolly with the title of The Most Inspiring Woman in the World. Her writing has appeared in HBR,, Fast Company (Ask The Expert), Huffington Post, and Psychology Today, and others. Her newest book, The Leadership Gap: What Gets Between You and Your Greatness has become a national bestseller.

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