Practical Strategies for Monitoring and Addressing Performance Issues - Part 2
- Sarah-Louise Lydall
- Aug 17
- 2 min read
Recognising Performance Issues Early
One of the hallmarks of great leadership is the ability to identify and address performance issues before they become entrenched. This requires keen observation, emotional intelligence, and a commitment to fairness.
Watch for Patterns, Not Just Incidents:
Occasional mistakes are normal, but recurring issues—missed deadlines, declining quality, or disengagement—signal deeper problems.
Solicit Feedback:
Ask for feedback from peers, clients, and other stakeholders to gain a well-rounded view of an employee’s performance. This holistic approach can help you separate perception from reality.
Trust Your Instincts, But Verify:
Women leaders sometimes second-guess their intuition, especially in environments where their authority is questioned. Trust your judgement, but back it up with facts and records.
Addressing Performance Issues Effectively
Once you’ve identified a performance issue, it’s essential to address it promptly and constructively. Here’s how women in leadership can do so with confidence and empathy:
1. Prepare for the Conversation
Gather Evidence:
Document specific examples of the behaviour or results that are problematic. This keeps the discussion focused on facts rather than personalities.
Reflect on Potential Bias:
Double-check that your assessment is fair and not coloured by unconscious gender, cultural, or generational biases.
Plan Your Approach:
Consider the best timing and setting—private, respectful, and free from distractions.
2. Hold a Constructive Dialogue
Lead with Empathy:
Start the conversation with a genuine desire to understand. Ask open-ended questions (“I’ve noticed you’ve missed a couple of deadlines—can you walk me through what’s been happening?”).
Focus on Behaviour, Not Character:
Address specific actions and outcomes, avoiding personal criticism.
Listen Actively:
Give the employee a chance to explain their perspective. There may be underlying issues—personal, professional, or systemic—that are contributing to the problem.
Collaboratively Develop Solutions:
Work together to set achievable improvement goals and provide the necessary support, whether through training, mentoring, or adjustments to workload.
3. Follow Up and Hold Accountable
Set Check-Ins and Milestones:
Agree on a timeline for follow-up meetings and measurable milestones.
Document Everything:
Keep written records of discussions, agreements, and progress. This not only protects you legally but also provides clarity for both parties.
Recognise Improvement:
When progress is made, acknowledge it. Positive reinforcement can motivate lasting change.
Be Prepared to Take Further Action:
If performance does not improve despite support and clear expectations, be prepared to take more formal steps according to your organisation’s policies.
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