Addressing a performance problem

Key Idea
Giving feedback to correct performance may seem difficult or uncomfortable. However, remember that you are working together as a team and feedback is a necessary part of improving performance.
To help clarify an issue, describe the "gap" between the employee's performance goal and actual performance. If possible, identify an organizational objective that explains why the problem must be resolved. Emphasize the importance of performance improvement in terms of the individual's career goals. People can and do change when they understand the consequences of their behaviors and work.
Make sure the employee affirms your statements and agrees on the importance of improving his or her performance. Then move the discussion toward identifying the root cause of substandard performance. Ask the person why he or she may not be achieving desired goals. Listen carefully for the response. If you don't receive a thoughtful reply, probe with other questions.

For example: "Could the problem be that you need more training?" or "Are there too many distractions in the office?"

Remember, you'll get the best results addressing performance problems if you are firm but non-threatening. There may be many legitimate reasons for performance problems.

Discussing performance problems with direct reports can be tough, especially for new managers. But it's vital to the direct report's development—and to the health of the company.