Giving Feedback on Poor Performance

This month’s focus is on Managing Poor Performance. Everyone has employees who are not meeting expectations. Unfortunately, many managers and supervisors avoid dealing directly with poor performers out of a reluctance to confront others, or a lack of confidence that it will help the situation, not hurt it.


Confronting poor performers and giving constructive feedback are essential management skills. Poor performers do not improve magically through wishful thinking!! And in today’s economy, businesses cannot afford to keep workers who are not performing. Therefore, developing skills in giving constructive feedback is critical to management success.
Constructive Feedback

To be constructive, feedback needs to be given in a calm, measured and clear way, so that the individual is left in no doubt about exactly what needs to improve. Focus on the work and specific behaviors (not personalities) and definitely provide examples of what is expected. Here are seven key actions to take in a performance conference with your poor performer.

1. Point out the difference between present performance and agreed upon expectations

2. Describe specifically the negative impact of the individual’s performance

3. Ask the person for their view of the situation

4. Ask for ideas on how the employee can correct the situation, and then add your own

5. Explain any steps you plan to take and why

6. Agree on an action plan and a date for follow-up

7. Express confidence that the individual can correct the situation.

Don’t underestimate any of these steps. You’d be surprised how many workers are unaware they are not meeting expectations simply because they didn’t understand the assignment or the expected performance levels. Always ask the individual for their input both on the situation and on how to improve. Then LISTEN to what they have to say. You will almost always learn something in that exchange. You also clearly signal that the employee has personal responsibility for his/her actions and improvement. FORMALIZE an action plan. Don’t forget to set a date to reevaluate with the employee and KEEP that appointment. Periodic progress checks can be as important as the original conference.

The bottom line is that Performance Management is a key management responsibility all year long, not just during annual performance appraisals. And learning to provide constructive feedback to both your superstars and your poor performers will boost the overall productivity of your entire organization. For more information on this topic, visit our Performance Management Forum. Also think about trying our “Handling Poor Performance Style Mini-Profile” - one of our line of world class assessments. This mini-profile helps you understand your own personal style in dealing with poor performers and can get you started in thinking about how to develop better skills in this area.