Underperformance is the gap between what an employee delivers in their role and what the company expects or needs from that role. You might notice this in their in output, behaviour, or attitude. Underperformance can stem from a lack of skills or capability, or from other factors such as unclear expectations, work overload, poor tools or processes, or even personal circumstances.
It’s important to address underperformance early as left unaddressed, it can affect team morale, productivity, and customer experience. Discussing underperformance will likely involve some difficult conversations but taking prompt action gives employees the clarity they need to improve and protects the business from long-term disruption.
Even experienced managers can find it hard to raise concerns in a way that feels constructive and fair. Our simple 3-step framework helps you to prepare a structured, confident approach – ensuring you give clear, actionable feedback and support improvement before things escalate.
It’s also a vital step in protecting your business, reducing risk of misunderstanding, formal grievances, or legal issues.
By following this process, you will effectively carry out an informal performance improvement plan.
If no improvement is seen after your agreed review point, it may be time to consider a more formal process.
Use the “CUBE” model to identify the issue
Capability – Do they have the necessary skills or training?
Understanding – Do they know what’s expected of them?
Behaviour – Is effort, attitude or conduct part of the issue?
Environment – Are tools, systems or team factors contributing?
Once you’re properly prepared it’s time to have a conversation with your employee. If you’re worried about how to approach this our Guide to Managing Difficult Conversations has hints and tips to help you speak honestly and empathetically.
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