Are You Building the Skills to Help Your Team Perform at Their Very Best?

Performance management is often treated as a difficult conversation saved for when something goes wrong (which is too late, as the damage has been done). Managing performance is often overlooked (or avoided), whereas it should be recognised as one of the most powerful tools a manager has to build:

• capability
• confidence 
• results

Why managing performance matters 

Managing performance matters because, done well, it gives people a clear idea of what good looks like. In turn, it builds a foundation to help raise consistency and standards across the team, while it also builds skills and confidence over time. Meanwhile, it stops small niggling issues from becoming much bigger problems. The key to unlocking better performance and strengthening trust is through regular, honest conversations. Most importantly, it should create a safe space for growth rather than correction or criticism. At its best, performance management is not about judging people. It is about helping them improve. 

Understanding poor performance 

Before jumping straight into solutions, it is worth pausing to understand that poor performance is rarely caused by one single thing. There is usually more going on beneath the surface. 

Common causes include: 

• Not enough feedback  

• Not enough information  

• Not the right skills  

• Not the right knowledge  

• Work feels uninteresting or disconnected  

• Fear of making mistakes  

• Effort not recognised or rewarded  

• Personal challenges outside of work  

A useful way to frame it: 

• Performance or mindset?  

• Individual or team issue?  

This shifts the conversation from blame to understanding. 

How to manage performance effectively 

Strong performance management is simple, consistent and above all human. Follow these 6 steps to stay on track while managing performance.  

1 Set clear expectations
Use clear, outcome-focused goals. People perform better when they know exactly what is expected and why it matters. 

2 Make feedback frequent
Don’t wait for reviews. Short, regular conversations build momentum and reduce surprises. 

3 Coach, don’t just correct
Ask questions. Help people think, not just follow instructions. This builds long-term capability. 

4 Create open dialogue
Performance improves where people feel safe to speak up, ask for help and admit challenges. 

5 Use structure when needed
If performance dips, structured plans can help refocus effort and provide clarity on next steps. 

6 Stay close through 1:1s
Regular one-to-ones keep you connected to progress, motivation and early warning signs. 

How to rectify performance issues 

Now here comes the tricky bit. What do you do when something isn’t working? Two things to consider are your timing and approach. 

• Observe and understand your team  

• Spot issues early  

• Act early  

• Have open, honest two-way conversations  

• Create a clear plan and follow through  

• Ask for support when needed  

 Our takeaway for today is don’t wait for problems then act. Remember managing performance isn’t about catching people out. It’s about helping people improve without judgement or criticism and you will see performance actively improve every day. 

 Looking to manage your team’s performance or develop your own coaching skills?

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