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Remove barriers early

Performance depends on the conditions around the person as well as their skills and choices. Unclear priorities, excessive workload, missing resources, and unresolved dependencies can all prevent progress.

Discuss the specific gap and explore its causes together. A skill gap may need practice or mentoring. A workload problem may need a priority decision. If motivation is an issue, explore clarity, workload, growth opportunities, and connection to the company’s purpose. Ask what the person could reasonably influence and what needs to change around them.

Support and accountability belong together. Be clear about what needs to improve, what help will be provided, and when progress will be reviewed. Address persistent problems early rather than waiting for the next formal review.

Put it into practice

  • Address performance gaps early, using specific examples.
  • Explore expectations, resources, capability, motivation, and dependencies.
  • Check what the person could reasonably control before assigning responsibility.
  • Agree on what the manager and employee will each do.
  • Set a follow-up point and adjust if the support is not helping.