When a top performer starts underperforming, address it with empathy and focus: 1. Acknowledge the Change: Recognize their past success and express concern without judgment. 2.Have a Conversation: Privately discuss observations and ask about challenges they might be facing. 3.Understand the Cause: Explore personal, professional, or systemic factors affecting their performance. 4.Provide Support: Offer resources, adjust workloads, or clarify expectations. 5.Set Goals: Collaborate on an action plan with clear, achievable objectives. 6.Monitor Progress: Regularly check in, provide feedback, and celebrate improvements. By addressing the issue thoughtfully, you can help them regain confidence and motivation.

When a top performer suddenly underperforms, it's important to remember they're just human. Everyone can have a dip. Start by going back to the basics—keep things simple and avoid overcomplicating the situation. Spend quality time with the individual, showing empathy and listening without rushing to offer solutions. Sometimes, the best way to help them is to simply allow them the space to talk and reflect. With the right support and motivation, they’ll regain their confidence and be back on track before you know it.

Monitor the change! What have been changed recently which affected performance? The answer will be solution. Change may happen in his/her personal life like costs of living, manager and coworkers or company policy/procedures.

A sudden dip in a top performer’s output requires a balanced, empathetic, and data-driven approach. Start by leveraging engagement tools to assess potential stressors or disengagement triggers. Arrange a constructive conversation, focusing on active listening and uncovering barriers like burnout or skill stagnation. Utilize predictive analytics to identify patterns or trends impacting performance. Co-create a performance recalibration plan emphasizing tailored upskilling opportunities and goal realignment. Incorporate peer recognition systems to motivate and rebuild confidence. This method ensures support while reigniting their drive and contribution to the team.

Reflect - reflect back on what did you do that made the top performer, an under performer Review- review what has changed in people, process & profiles over a period of time leading to under performance/ low performance Realign - realign the individual goals and organisational goals Reassure - reassure the low performer of one’s capabilities give one more opportunity to re-perform Relook - what has changed in the measuring rod that you use to evaluate performance