What Conversations Are You Avoiding Today That Could Transform Your Team Tomorrow?

Let’s face it—poor performance is the elephant in the room that most leaders sidestep, but it’s a problem you can’t afford to ignore. If you don't tackle it head-on, the damage multiplies. Poor performance is like a slow leak in your organization’s boat. The longer you wait, the deeper you sink. So, what’s the solution? Define the problem, address it swiftly, and keep moving forward.

Define It or Be Defined by It

Poor performance is the space between what you expect and what your team actually delivers. Maybe it’s an employee who once excelled but has started slipping, or maybe it’s someone who’s never fully aligned with your standards. Either way, if you haven’t clearly communicated expectations, that’s on you. Clarity is everything. Leaders must be precise and consistent in defining what success looks like.

But expectations aren’t just a checklist of tasks—they’re a narrative. The best leaders use storytelling to paint a vivid picture of what success means for the team. When your employees understand the story, they’re more likely to deliver on the expectations.

The Reality Check

Leaders also need to adapt to reality. If conditions are unfavorable—whether market changes, internal turbulence, or personal challenges—then expectations need to shift. This doesn’t mean lowering your standards; it means ensuring that your support aligns with the circumstances your team faces.

The Ripple Effect and Cost of Inaction

Letting poor performance go unchecked doesn’t just affect the individual—it spreads throughout the entire team. Your team is like a ship; one ignored leak could sink everyone. High achievers won’t stick around if they see mediocrity being tolerated. When you fail to act, you’re gambling with the entire team’s morale and productivity.

Ignoring poor performance affects more than just one person. It saps morale, drags down productivity, and ultimately hurts your bottom line. In today’s fast-paced world, standing still is moving backward. Unchecked mediocrity spreads like a virus, infecting your organization. If you want to foster a high-performing culture, you need to nip performance issues in the bud. Failing to do so puts the entire team's success and your leadership credibility at risk.

Skill vs. Will: Diagnose the Problem

When an employee underperforms, ask yourself: is it a skill problem or a will problem? These require very different responses. If it’s a skill gap, invest in training and development. Help them grow. But if it’s a lack of motivation, it’s time for a more serious conversation about purpose and alignment. This isn’t just about hitting numbers—it’s about understanding what drives your people.

And here’s the thing: don’t rush to judgment. Low will can sometimes mask low confidence. Some employees may simply be overwhelmed or stuck, needing guidance to find their breakthrough. As a leader, it’s crucial to understand the person behind the performance.

Feedback is Non-Negotiable

If you’re waiting for an annual review to address performance issues, you’re already too late. Feedback should be a constant, not a yearly ordeal. Think of it like maintaining a car—you don’t wait for it to break down to get an oil change. Continuous feedback allows you to make small course corrections before issues become major obstacles.

By embedding feedback into daily routines, you’re building a culture of openness and constant improvement.

The 5:1 Rule: Keep It Balanced

When offering feedback, the ratio is simple—five positives for every developmental point. This isn’t about softening the blow; it’s about creating an environment where people feel valued and are more open to growth. Acknowledging what’s going right primes your team to take in what needs improvement. In high-performing teams, this ratio builds trust and promotes positive change.

Know When to Let Go

Sometimes, after all the coaching, support, and feedback, it becomes clear that a person isn’t going to turn things around. If their behavior is dragging down the team or their attitude is toxic, it’s time to make the tough decision. Letting someone go is never easy, but in some cases, it’s the only way to protect the health and performance of the broader organization.

This isn’t about being harsh; it’s about ensuring your team can thrive without being weighed down.

Embrace the Discomfort

Here’s the truth: Leadership is uncomfortable. Tough conversations are part of the job, and discomfort is the occasional price of effective leadership. The longer you avoid addressing poor performance, the more damage you allow. You need to step up, have the hard conversations, and follow through with action when necessary.

Your team is watching—how you handle these challenges sets the tone for your entire organization. If you want your team to excel, you have to lead by example.

Bottom Line: It’s Time to Act

Addressing poor performance is challenging, but avoiding it is far more damaging. As a leader, your responsibility is to step in, take control, and handle the hard stuff. The longer you delay, the bigger the problem grows. So, what conversations are you avoiding today that could transform your team tomorrow?

Craig Hess is the Director of Individual, Corporate, and International Training at the Southern Alberta Institute of Technology (SAIT). Jennie Gilbert is a Leadership Development Specialist and Facilitator on SAIT's Corporate and International Training team.

Together they host the Leading Beyond Any Title webinar series, and are dedicated to helping individuals, teams, and companies ensure they have the skills needed to succeed in the future of work.

This article was based on an episode of the Leading Beyond Any Title webinar that originally aired in September 2023. It, along with resources from that episode, can be viewed here.

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