Join our Waitlist for Expert Advice!

How to Turn an Underperformer Into an Ideal Employee A good leader will address problematic behaviors to give the person a chance to improve.

By Jacqueline Whitmore Edited by Dan Bova

Opinions expressed by Entrepreneur contributors are their own.

A good leader knows how to motivate employees so they'll perform at their highest level. Workplace conflicts, however, sometimes arise and may interfere with an employee's professionalism and performance.

Some managers are quick to fire underperforming employees, but a good leader will address problems and challenges long before termination is considered. Here are six tips for handling difficult situations with employees:

Related: Banish 'Annual' From Your Performance Review Vocabulary

1. Meet privately.

Don't address individual challenges with specific employees during a staff meeting or group discussion even if the behavior is occuring right then. If you chide someone in public, especially in front of peers and colleagues, he or she will be more likely to respond defensively. Instead, schedule a time to meet in private to thoroughly address the problem and discuss a solution.

2. Identify the problem.

Some challenges are simple to address. If an employee consistently arrives at work 15 to 30 minutes late, you may find it relatively easy to help that individual understand why that tardiness is unacceptable.

Other issues related to performance and professionalism can be more difficult to define. Perhaps an employee performs his or her job well but is perceived as rude or aggressive by other team members. Another individual may technically follow the dress code but consistently appears disheveled at client meetings. Clearly identify what needs to be said and how before speaking to the employee.

Related: 5 Ways HR Technology Can Improve Performance Reviews

3. Ensure an issue is worth a conversation.

Some of the most successful managers and leaders tell their teams what they need to do, not how to go about it. Though someone's approach or work style may be very different from your own, distinguish personality differences from performance issues.

You hired members of your team because you thought they were qualified and capable. Give employees an opportunity to shine in their own way. You may not appreciate an untidy desk but it might not be worth addressing until it affects the employee's performance or the company's image.

4. Be clear and straightforward.

Don't delay or avoid a conversation that needs to take place. Having a discussion may be uncomfortable, but it's important to clearly state expectations to employees and follow up when performance issues arise.

If you don't address a problem, it could fester and spread to other team members. When you address the problem head-on, you will provide the staff member an opportunity to improve and show the rest of the team that your expectations should be taken seriously.

5. Avoid personal attacks.

When you meet with an employee to discuss a performance issue, avoid a potential argument and address only the person's behavior. Handle the conflict gracefully and avoid anything that could be perceived as a personal attack.

Choose your words carefully, avoid using profanity and losing your temper. If the person you're speaking with raises his or her voice or becomes angry, don't match that level of intensity. Instead, remain calm and keep your voice at an even tempo. Listen and work with the employee to find a compromise.

6. Make a plan and follow up.

To grow with a company, employees must be willing to accept their manager's guidance and suggestions. If someone refuses to change his or her performance or behavior, you may have to take serious action.

If an employee is open to change, create a clear action plan. Decide on two or three goals together and lay out a plan for making measureable improvements. Be realistic and give the employee enough time to accomplish the changes.

Then follow up. Monitor the employee's progress by meeting at regular intervals. If minor issues arise or the employee hits a roadblock, work with him or her to overcome the challenge. Small improvements over time can turn an underperformer into an ideal employee.

Related: Stop Delaying: 3 Surefire Ways to Do Employee Reviews Properly

Jacqueline Whitmore

Author, Business Etiquette Expert and Founder of The Protocol School of Palm Beach

Jacqueline Whitmore is an etiquette expert and founder of the Protocol School of Palm Beach in Palm Beach, Fla. She is the author of Poised for Success: Mastering the Four Qualities That Distinguish Outstanding Professionals (St. Martin's Press, 2011) and Business Class: Etiquette Essentials for Success at Work (St. Martin's Press, 2005).

Want to be an Entrepreneur Leadership Network contributor? Apply now to join.

Data & Recovery

Protect Your Business Data Without Sacrificing Privacy With Koofr Cloud Storage on Sale

Get 1TB of lifetime storage for your business with no recurring fees or data tracking.

Business News

You Have One Month Left to Buy a House, According to Barbara Corcoran. Here's Why.

"If you are planning on waiting a year and seeing where interest rates go, you are out of your mind," Corcoran said.

Business Ideas

63 Small Business Ideas to Start in 2024

We put together a list of the best, most profitable small business ideas for entrepreneurs to pursue in 2024.

Thought Leaders

These 3 Trends Will Change What It Means to Be an Entrepreneur in 2025

Here are three entrepreneurship trends from the new Global Entrepreneurship Monitor report that are changing the landscape for the future.

Side Hustle

I Made $14,000 in 1 Week With a Spontaneous Halloween Costume Side Hustle — Here's How

Sabba Keynejad was in art school when he started to refine his entrepreneurial skills.

Social Media

Stop Chasing Algorithms — Here's How Creators Can Take Control of Their Content and Monetize on Their Own Terms

Social media platforms promise creators visibility, but the real challenge lies in relying on algorithms for income.