One of the most frustrating experiences a manager can have is the moment when she realizes that someone on the team is not performing to the level that is needed. Where does one start when dealing with this type of situation. As a manager, there are a few questions to ask yourself.

First, is this an isolated incident or are you seeing a pattern of repeated behaviour? We all have moments where we make mistakes. If this is a situation where a regularly solid and reliable team member dropped the ball, treat it just as that – a one off. Perhaps there was a disconnect on the required outcome, or the timing. Acknowledge the miss but do so in the spirit of support, learning and correction. Then leave it and move on.

However, if you are starting to see a pattern, ask yourself these questions:

  1. Have we provided clear objectives?
  2. Is it reasonable to manage the workload assigned?
  3. Could there be procedures that are old, ineffective and interfering with productivity?
  4. Have we clearly defined this requirements of this position and how it relates to other positions on the team?

If you think the answers to any of these questions may be yes, share your observations with your employee about their performance, asking for their input about some of the areas that you think could be getting in their way. Obtain their input and resolve to fix, or at least improve, anything that is identified as a company issue.

Alternatively, if you do not see that anything that you as a manager may be unknowingly contributing to the situation, consider what might be impacting the individual. For example,

  1. Does the employee have the skills to do the job?
  2. Has adequate training been provided?
  3. Does the employee want to do the work?
  4. Is there something outside of work that could be impacting the individual’s ability to do the work?

Chances are that the performance failure is symptomatic of more than one issue. It is often complex to diagnose the real culprit behind the deterioration of good performance. But if a manager is genuinely committed to helping an employee succeed, and an employee is genuinely committed to the goals of the team, the obstacles can be overcome.