What Smart Managers Do First
Every manager runs into it at some point: a reliable employee starts missing deadlines, showing up late, or just seems… off.
Before you feel inclined to brush it off or wait too long to see if things will improve on their own, consider how some small issues may get out of hand quickly.
So what’s the right move when someone’s performance starts to slip?
- Start with Curiosity and Not Assumptions
Try not to jump to conclusions. A sudden decline in performance may be about anything from burnout, personal stress, unclear expectations at work, or conflicting proiorites causing confusion. Start with a check-in like:
“I’ve noticed a few changes in how things are going lately and I just wanted to ask – how are you doing?”
Keep it supportive in the beginning, not corrective. You might be surprised what may come of this approach.
- Be Specific, Not Generic
Instead of saying “you’ve been off your game,” point to clear examples. For instance:
“This past week, your client report was two days late, and that’s not typical for you – is there anything you need support with?”
Specifics make it easier for someone to recognize the pattern attempt to fix it.
- Document Lightly But Consistently
You don’t need a 10-page file on notes you take all day every day (that’s a whole job in itself!), but jotting down dates, issues, and your conversations may help if patterns continue. It also protects you (and them) if more serious steps are needed later.
Need a simple tool for documenting light issues as you go? Here’s a free Performance Log Template (feel free to modify it to suit your needs, or use the example to create your own). Friendly reminder – there’s a difference between tracking light issues on a performance log, and formal coaching and follow up documentation or performance reviews.
- Don’t Let Silence Be the “Normal”
You may feel unsure how to appraoch the situation or handle performance issues, but silence usually gets misread as “everything’s okay.” If things aren’t ok, say something early. It’s usually easier to course-correct early than recover from severe issues later if things do get out of hand.
Bottom line: Addressing performance declines early on with clarity and an empathetic approach may turn a tough situation into a chance to rebuild an employee’s trust and bring back their momentum.
As always, we’re here to help – reach out today if you could use some support in dealing with performance issues. Let’s get you and your staff empowered to succeed. 🦅
Eagle Mountain HR 