We’ve all been there.
A good team member starts slipping. Projects stall. Tensions rise. And suddenly, you're spending your time fixing issues rather than leading your business forward.
But underperformance doesn’t usually start with missed targets. It starts much earlier – often with small shifts in attitude, energy or engagement. And if you spot it early, you’ve got the best chance to turn it around.
In this month’s business guide, we break down how to:
Spot the early signs
From a usually reliable employee going quiet to small repeated mistakes or slower turnaround times – there are clues before the bigger problems hit.
Identify what’s really going on
It might be a personal issue, a system or workload issue, or even that the role has evolved beyond someone’s current capability. This guide helps you explore that before jumping to conclusions.
Put the right systems in place
Clarity, training, culture and accountability all play a part in performance. This isn’t about micromanagement – it’s about building a workplace where people can thrive and know what’s expected.
Have the right conversations
Sometimes, people need support. Sometimes, they need redirection. This guide shows you how to approach performance issues with confidence, fairness and transparency.
Managing underperformance doesn’t need to feel difficult or confrontational – not when you’ve got the right approach.
Download your copy today and get ahead of performance problems.
