As the year draws to a close, companies are gearing up for appraisal season—a time to reflect on achievements and address areas where performance may have fallen short.
While some leaders may view non-performing employees as a roadblock, it’s important to look deeper before making any drastic decisions. Often, poor performance isn’t a sign that someone should be let go, but rather that they might be in the wrong role, lacking direction, or simply not fully engaged with their work.
Why Aren’t They Performing?
There are several reasons why an employee might struggle to meet expectations. These reasons rarely boil down to a lack of effort or ability. Instead, non-performance can often be traced to factors such as:
- Mismatch in Role: A great employee may be stuck in a role that doesn’t align with their strengths.
- Lack of Clear Expectations: Without clear goals and understanding of their role, even capable employees can falter.
- Limited Feedback and Support: Employees need consistent feedback and coaching to improve.
- Personal or External Factors: Stress, health issues, or external challenges can negatively affect workplace performance.
Before appraisals, it’s essential to evaluate these factors to determine whether an employee is in the wrong role, struggling without the right resources, or simply needs more support to thrive.
The Coaching Approach: A Game-Changer
Rather than rushing to conclusions or deciding that it’s time to part ways, consider coaching as a powerful tool for transformation. Coaching empowers non-performing employees to identify their obstacles, build new skills, and find alignment with their roles. It shifts the focus from “What’s going wrong” to “How can we make things right?”
- Identify Strengths & Align Roles: Through coaching, managers can help employees rediscover their strengths and realign their responsibilities to better suit their skillset.
- Set Clear, Achievable Goals: A structured coaching approach provides the clarity employees need to meet expectations and excel in their work.
- Build Confidence: By offering constructive feedback and celebrating small wins, coaching helps rebuild an employee’s confidence in their abilities.
- Create Accountability: Coaching establishes regular check-ins that hold employees accountable for their progress and goals.
Coaching doesn’t just help employees; it elevates the entire team’s productivity and morale. Leaders who invest time in coaching see longer-term results, creating an environment of continuous growth rather than quick fixes. The key is to give employees the support they need to succeed, especially during the high-stakes appraisal period.
Don’t Put an Expiration Date on Someone’s Career
Leaders need to avoid viewing non-performing employees as disposable. Every team member brings unique potential to the table, and with the right guidance, many of these employees can transform into high-performing assets. The narrative shouldn’t be about letting people go—it should be about unlocking their potential.
Closing the Gap with Coaching
The upcoming appraisal season doesn’t have to be a time of stress and difficult conversations. Instead, it can be a time of growth, reflection, and alignment for your team. Tailoring your feedback to each team member can transform these discussions into motivating conversations.
Coaching is the key to turning non-performance into opportunity. Empower your leaders and managers with the tools they need to bring out the best in their team.
Ready to Transform Your Team with Coaching?
Contact us to arrange in-house training on Coaching for Performance Management and empower your managers with the skills to inspire growth and success. Start building stronger leaders today!
