If you’re dissatisfied with a team member’s performance, don’t hold back. Even the smallest thing should be addressed immediately from a place of compassion. Speak to people in a way they can hear you, not just how you like to communicate.
- Initial correction should be kind, yet firm and never embarrassing
- Find creative ways to keep expectations clear and not overwhelming.
- When performance problems are staring at you know that the longer you wait, the more intense the situation will likely become. No one performs well when they feel cornered and defensive.
Use numbers to communicate gaps. Benchmarking and measurement tools help people see the expectations easily.
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