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Confused by a Direct Report’s Poor Performance? Ask Madeleine
- A new manager is seeking advice on a direct report's declining performance despite showing promise during probation.
- The manager is unsure if the direct report is lazy or facing personal issues impacting work performance.
- The coach advises against labeling the employee as lazy and suggests exploring potential underlying reasons for the decline.
- Potential factors affecting the direct report's performance include personal issues, workplace-related issues, motivational drop, and more.
- The coach recommends having an open conversation with the employee to understand the root cause of the performance decline.
- Addressing the concern that letting go of the employee might lead to others disliking the manager, the coach emphasizes the importance of upholding performance standards for team integrity.
- While acknowledging the difficulty of managing such situations, the coach advises the manager to focus on creating a fair work environment for all team members.
- Ultimately, the coach encourages the manager to take necessary steps, including letting go of the underperforming employee if efforts to improve performance fail.
- The advice highlights the importance of maintaining team respect by effectively managing performance issues within the organization.
- The article concludes with insights on leadership challenges and the learning opportunities that arise from managing underperforming employees.
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