A performance concern deserves a clear diagnosis. Expectations, capability, support and role fit can all contribute to what looks like an individual problem.
One action to start with
For one role that is struggling, check whether the expected outcomes, training and feedback have been made clear. Seek appropriate HR advice before taking employment action.
What this can look like
A capable employee may struggle in a role with conflicting priorities. Replacing the person without clarifying the role can recreate the same problem.
Illustrative example. This is a short application guide to chapter 4, not the full chapter.
Bring it into the business
Ask your team where they see this pattern. Agree one decision, one owner and a date to review what has changed. Start small enough to act on what you learn.
Use the leadership meeting pack ↗Want an outside perspective?
Strengthen leadership habits, accountability and the conversations that help your team perform.
Read the full chapter
Chapter 4 starts on page 27 of The Questions You’re Not Asking.