Addressing underperformance is one of the hardest management tasks, and avoiding it only makes things worse. The right words make it clear, fair, and constructive. Here are scripts and principles that work.
Open honestly and directly
Don't bury it: 'I want to talk about your performance, because it's not where it needs to be, and I want to help you fix that.' Clear and caring beats vague hints that leave people confused about how serious it is.
Be specific about the gap
Name the facts: 'The last three deadlines were missed, and the quality on X wasn't there.' Specifics make the problem undeniable and actionable — and protect you if it escalates.
Focus on the path forward
Frequently asked questions
How do I address underperformance?
Open honestly, be specific about the gap, and focus on clear expectations, support, and a timeline.
What should I avoid?
Vague hints — they leave people unclear on how serious the issue is.
Should I document these conversations?
Yes — specifics protect both of you if the issue escalates.
How can I prepare for one?
Book a free 30-minute class to work on it 1-on-1 with Digby R. Kerr.
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