I went straight into the 'document everything and have the hard conversation' answer and it felt a bit robotic in retrospect.
Emphasize a structured, empathetic approach that starts with understanding the root cause, then collaboratively sets clear expectations and provides support. Show that you balance accountability with development, and that you're willing to make tough decisions if performance doesn't improve.
Pro tip: Frame underperformance as a team issue, not just an individual one—highlight how you protect team morale and maintain high standards while giving the person a fair chance to improve.
Gather specific examples of underperformance and meet privately with the employee to understand their perspective and any underlying issues.
Collaboratively define measurable goals and a timeline for improvement, ensuring the employee knows exactly what success looks like.
Offer necessary training, mentorship, or adjustments to help the employee meet expectations, and check in regularly.
Track progress against goals, provide ongoing constructive feedback, and document conversations.
If performance doesn't improve, involve HR and take appropriate action, which may include a performance improvement plan or termination.
AI-generated suggestions, not part of the candidate's original notes. May be inaccurate — verify before relying on them.