Introduction

Managing underperformance effectively is one of the most critical and challenging aspects of leadership and HR. This course equips HR professionals, managers, and leaders with the tools and strategies to identify, address, and resolve performance issues in a fair, empathetic, and legally compliant manner. Participants will learn to foster a culture of accountability, use data-driven approaches for performance improvement, and navigate sensitive conversations while maintaining employee dignity and motivation.

Objectives

By the end of the course, participants will be able to:

1. Understand the root causes of underperformance and their organizational impact.
2. Develop and implement structured performance management processes.
3. Apply communication techniques to address performance issues effectively.
4. Navigate challenging conversations with confidence, empathy, and professionalism.
5. Use coaching and development plans to support employee growth and improvement.
6. Handle legal and ethical considerations in performance management.
7. Foster a high-performance culture that minimizes underperformance.
8. Utilize analytics and feedback mechanisms to monitor and sustain improvement.

Who Should Attend?

This course is designed for:

• HR professionals involved in performance management and employee relations.
• Team leaders and managers responsible for employee performance.
• Senior leaders looking to foster a culture of accountability and improvement.
• Business owners and entrepreneurs managing small or growing teams.
• Consultants specializing in organizational development and HR practices.

Course Outline

Day 1: Understanding Underperformance

• What is Underperformance?
  • Defining underperformance and differentiating it from misconduct.
  • Recognizing the signs and symptoms of underperformance.
  • Assessing the impact of underperformance on team dynamics and organizational goals.
• Root Causes of Underperformance
  • Exploring common causes: Lack of skills, motivation, unclear expectations, and external factors.
  • Identifying systemic issues contributing to underperformance.
  • Using diagnostic tools to pinpoint underlying problems.
• The Role of Leadership in Addressing Underperformance
  • Shifting mindsets: Viewing underperformance as an opportunity for growth.
  • Leadership styles that influence performance positively or negatively.
  • Creating an environment that encourages open dialogue and improvement.
• Interactive Exercise
  • Participants analyze case studies to identify root causes of underperformance and potential solutions.

Day 2: Performance Management Frameworks

• Building an Effective Performance Management System
  • Key components of a performance management framework.
  • Setting clear goals and expectations using SMART criteria.
  • Regular performance reviews and feedback cycles.
• Performance Metrics and Tools
  • Identifying and measuring key performance indicators (KPIs).
  • Using data and analytics to evaluate employee performance.
  • Leveraging technology for performance tracking and management.
• Addressing Underperformance through Structured Processes
  • Steps to take when underperformance is identified: Informal and formal approaches.
  • Writing and implementing Performance Improvement Plans (PIPs).
  • Monitoring progress and providing ongoing support.
• Group Activity
  • Participants design a performance improvement plan for a hypothetical scenario.

Day 3: Effective Communication for Managing Underperformance

• Preparing for Difficult Conversations
  • Structuring conversations to address underperformance.
  • Building confidence and emotional resilience for tough discussions.
  • Setting the right tone: Balancing empathy with accountability.
• Conducting Performance Discussions
  • Techniques for providing constructive feedback.
  • Encouraging two-way communication: Listening to employees’ perspectives.
  • Addressing defensiveness and resistance in conversations.
• Follow-Up and Feedback
  • The importance of consistent follow-ups in performance improvement.
  • Providing ongoing feedback: Reinforcing progress and addressing setbacks.
  • Recognizing and celebrating improvements.
• Role-Playing Exercise
  • Participants practice having difficult conversations with role-play scenarios, receiving feedback from peers and facilitators.

Day 4: Coaching and Supporting Employees

• Coaching for Performance Improvement
  • Adopting a coaching mindset to support underperforming employees.
  • Using coaching techniques to identify barriers and motivate improvement.
  • Building trust and rapport to foster open communication.
• Development Plans for Skills Gaps
  • Identifying training and development needs for underperforming employees.
  • Creating Individual Development Plans (IDPs) aligned with performance goals.
  • Leveraging mentoring and peer support for skill-building.
• Addressing Persistent Underperformance
  • When coaching and development don’t work: Knowing when to escalate.
  • Documenting actions and decisions for accountability and compliance.
  • Exploring alternative paths: Reassignment, demotion, or separation.
• Case Study Analysis
  • Participants work through real-world examples of coaching for improvement, discussing outcomes and strategies.

Day 5: Sustaining a High-Performance Culture

• Preventing Underperformance
  • Proactive strategies to minimize underperformance: Recruitment, onboarding, and training.
  • Creating clear job descriptions and setting realistic expectations.
  • Building an inclusive culture of accountability and continuous improvement.
• Legal and Ethical Considerations
  • Navigating employment laws related to performance management.
  • Ensuring fairness and avoiding bias in handling underperformance.
  • Protecting employee rights while maintaining organizational interests.
• Monitoring and Sustaining Improvement
  • Using feedback mechanisms to gauge team morale and productivity.
  • Creating systems for continuous performance monitoring and support.
  • Encouraging a growth mindset within the organization.
• Capstone Project
  • Participants develop a comprehensive strategy to address underperformance in their workplace, incorporating course concepts.
• Course Wrap-Up and Certification
  • Final review of key takeaways and skills.
  • Q&A session and certificate presentation.