Helping Low Performers Succeed: Turning Struggle into Strength

By Team Hirschel

Every organization has employees who struggle to meet expectations. But labeling them as “low performers” often overlooks the real issue: a lack of clarity, support, or development opportunities. When managed thoughtfully, these employees can become valuable contributors. The key is understanding why performance lags and taking action that inspires growth.

1. Identify the Root Cause

Performance problems rarely appear overnight. Before assuming an employee lacks ability or motivation, take time to uncover the cause.

A 2024 Harvard Business Review article emphasizes that many underperformers face unclear expectations or misaligned roles, and that identifying the root cause is the first step toward meaningful improvement. Managers who create space for honest dialogue can separate skill gaps from structural issues and respond with the right support.
(Source: Harvard Business Review – When a Performance Improvement Plan Could Help Your Employee)

2. Set Clear, Achievable Expectations

Employees cannot improve what they do not understand. According to Gallup’s State of the Global Workplace 2023, only 46 percent of employees strongly agree that they know what is expected of them at work.

Clarify performance goals and make them measurable. Replace vague directives like “be more proactive” with specific outcomes such as “submit project updates every Friday.” Clear expectations remove guesswork and allow employees to take ownership of their progress.
(Source: Gallup – U.S. Employee Engagement Sinks to 10-Year Low)

3. Coach with Empathy, Not Criticism

Modern performance management is about collaboration, not confrontation. The Society for Human Resource Management (SHRM) advises leaders to conduct regular coaching conversations focused on progress, not blame. Asking questions such as “What’s working?” or “What support do you need?” builds accountability while strengthening trust.
(Source: SHRM – 8 Steps for Effective Performance Improvement Plans)

4. Provide Resources and Support

Even the most motivated employees cannot succeed without the right tools or systems. A Deloitte Future of Work report found that over half of performance issues stem from organizational barriers rather than individual shortcomings. Leaders who simplify processes, invest in training, and remove bottlenecks enable employees to focus on performance, not obstacles.
(Source: Deloitte – Future of Work Report 2023)

5. Recognize and Reinforce Progress

Improvement takes time. Recognizing small wins fuels confidence and commitment. According to a 2024 Gallup and Workhuman study, employees who feel valued and regularly recognized are 45 percent less likely to voluntarily leave their jobs within two years. Recognition builds engagement and reinforces a culture of progress.
(Source: Workhuman & Gallup – Recognition and Retention Study, 2024)

6. Know When to Make a Change

Not every low performer will turn things around. If an employee fails to improve after structured support and consistent feedback, reassignment or separation may be the most appropriate step. When handled transparently, this demonstrates that leadership values accountability and fairness.

Final Thoughts

Managing low performers requires patience, clarity, and empathy. It tests a leader’s ability to coach, communicate, and create alignment. By addressing root causes and recognizing growth, leaders not only recover productivity but also strengthen trust and build teams equipped for long-term success.

Sources

• Harvard Business Review – When a Performance Improvement Plan Could Help Your Employee (2024)
• Gallup – U.S. Employee Engagement Sinks to 10-Year Low (2025)
• SHRM – 8 Steps for Effective Performance Improvement Plans (2025)
• Deloitte – Future of Work Report 2023
• Workhuman & Gallup – Recognition and Retention Study 2024