Transforming Underperformance: How Managers Can Unlock Employee Potential
Every manager encounters the challenge of an underperforming employee at some point. It’s tempting to label such individuals as unsuitable for the job, but more often than not, underperformance stems from mismatched roles, unclear expectations, or deeper underlying issues. As a manager, your role is not just to lead but to uncover the root causes and take action.
Here, we explore why underperformance happens and how you can transform it into an opportunity to unlock untapped potential.
Reassess Your Role as a Manager
Before assessing the employee, reflect on your own management approach. Are you providing clear direction? Are your goals specific, measurable, and tied to a broader vision? Vague instructions or a lack of context can leave employees unsure of what’s expected of them.
Start by asking yourself:
Have I set clear goals and defined what success looks like?
Am I offering regular feedback and actionable guidance?
Do I provide the necessary resources and support to help my team thrive?
Underperformance might be a signal that your management style needs adjustment. Clarity, communication, and vision are critical tools in steering employees towards success.
Evaluate the Role-Employee Fit
Sometimes, an employee’s lacklustre performance has little to do with their skills or dedication—it’s simply a mismatch between their abilities and their current role. Every individual possesses a unique set of strengths and talents, and when these are misaligned with their responsibilities, frustration and inefficiency can result.
Take the time to understand the employee’s true capabilities:
Are they in a role that leverages their strengths?
Would they perform better in a different position within the organisation?
Have you explored their career goals and aspirations?
Realigning an employee’s role to better suit their skills can lead to remarkable transformations. The person who struggles in one position may thrive—and even excel—in another.
Consider External Factors and Motivation
Underperformance isn’t always about the job or management—it can also stem from personal challenges or a lack of motivation. Factors such as stress, health issues, or personal problems may prevent an employee from bringing their full focus to work.
Additionally, intrinsic motivation plays a significant role in performance. If an employee feels disconnected from the organisation’s mission or lacks a sense of purpose, it’s unlikely they’ll give their best effort. To address this:
Create a safe space for honest conversations about personal and professional concerns.
Explore ways to align their work with their values and passions.
Provide incentives or opportunities for growth to reignite their drive.
From Underperformance to Stardom
The most critical takeaway is this: underperformance is often a solvable issue. With the right approach, an underperforming employee can become a standout contributor. By identifying and addressing the root causes—be it unclear expectations, a role mismatch, or personal struggles—you not only help the individual but also strengthen your team and organisation.
Success in transforming an underperformer into a star can be one of your most rewarding achievements as a manager. It requires patience, empathy, and a commitment to understanding the individual’s needs. But the payoff—both for the employee and the organisation—can be extraordinary.
Take the time to dig deeper. That underperforming team member might just become your organisation’s greatest asset.
