Address Poor Performance Without Conflict

As a manager, addressing poor performance is one of the most challenging—and crucial—responsibilities. The thought of potential conflict can make even the most experienced managers hesitant to act. But here’s the good news: with the right approach, you can tackle performance issues constructively, without creating tension or damaging relationships.

In my latest video, I share three actionable strategies to help you handle these conversations with clarity and confidence. You can watch the full video below or keep reading for a quick overview of the key points.

3 Steps to Addressing Poor Performance

1. Reframe Your Mindset
   Many managers worry that raising performance issues will lead to conflict. Instead, view these conversations as an opportunity to support your team member in meeting shared goals. A collaborative, problem-solving approach can create a foundation of trust and understanding.

2. Prepare Effectively
   Clear communication starts with preparation. Identify specific examples of the performance issue and think about its impact on the team or project. Plan how you’ll open the conversation and outline the key points you want to cover. You can download the Brave Management Conversations Starter Pack here for a step by step approach to preparing for the conversation.

3. Conduct the Conversation with Care
   Begin by seeking their perspective: “I’ve noticed [specific issue], and I’d like to understand your view.” Be clear about the problem, kind in your delivery, and work together to create an actionable plan for improvement. Summarise the agreed steps and follow up with a quick email in case you need to come back to it for another accountability conversation in future.