--- title: How To Help an Underperforming Employee description: Do you have an employee who fits perfectly with your company culture but when it comes to work quality is an underperforming employee? 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- - - [whatsapp://send?text=https://blog.axcethr.com/how-to-help-an-underperforming-employee](whatsapp://send?text=https://blog.axcethr.com/how-to-help-an-underperforming-employee) - [mailto:?subject=How%20To%20Help%20an%20Underperforming%20Employee&body=https://blog.axcethr.com/how-to-help-an-underperforming-employee](mailto:?subject=How%20To%20Help%20an%20Underperforming%20Employee&body=https://blog.axcethr.com/how-to-help-an-underperforming-employee) ![how to help an underperforming employee](https://blog.axcethr.com/hs-fs/hubfs/how%20to%20help%20an%20underperforming%20employee.jpg?width=1200&name=how%20to%20help%20an%20underperforming%20employee.jpg) Picture this: you have an employee who is a wonderful individual – gets along with everyone, is pleasant to work with, and overall, their personality is exactly what you look for in your organization. However, when it comes to this employee’s performance at work, the picture is the complete opposite. The employee is slow to get work done, seems to be lacking motivation, and is largely unproductive. What do you do? Underperforming employees, especially those who are nice, can be somewhat tricky to deal with—you don’t want to hurt their feelings, but you do have to address the elephant in the room. Be it a lack of motivation, a gap in their knowledge or skill set, or behaviors that aren’t conducive to productivity, the employee is costing the company money and time, and in this climate, you really can’t afford to lose either of these things. [RELATED: Bad Managers - How to Spot Them in Your Organization >>](https://blog.axcethr.com/bad-managers-how-to-spot-them-in-your-organization) So, what can you as an employer and company leader do about the underperforming employee? How do you get them back on track? *Can* you get this employee back on track? Simply ignoring the situation and hoping that it will somehow work itself out is probably not your best course of action. Not to mention, allowing the situation to continue will eventually wear on the employee as they will inevitably grow frustrated with the fact that they are not moving forward. It benefits all parties involved to find a way to help this underperforming employee. You should communicate openly and directly. Be clear about what you see as the problem and discuss potential solutions that you might work on together. [RELATED: 7 Active Listening Techniques and 5 Ways It Benefits Your Workplace >>](https://blog.axcethr.com/7-active-listening-techniques-and-5-ways-it-benefits-your-workplace) ## **Motivation: A Key Issue for the Underperforming Employee** For many workers, the question of motivation (or lack thereof) is one that impacts their overall job performance. This is one of the first issues (and usually the main issue) that you should address upon trying to evaluate why an employee is underperforming. [Are they motivated?](https://www.shrm.org/hr-today/news/hr-magazine/summer2020/pages/how-managers-can-motivate-employees.aspx) What goals are they working toward? Is there a sufficient reward in place for accomplishing certain objectives? A reward, in this case, could, for example, mean an opportunity for training and advancement; [it doesn’t necessarily have to be a tangible reward.](https://blog.axcethr.com/money-isnt-everything-how-to-motivate-employees-when-you-cant-pay-them-more) The key here is to figure out if there is a lack of motivation tied to the underperformance. If there is, then this is a great place to start as you attempt to get your employee back on track. [![Six Leadership Skills No Good Manager Should Be Without](https://no-cache.hubspot.com/cta/default/2652187/36db2135-f507-478e-b788-1b09c55f34d1.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/36db2135-f507-478e-b788-1b09c55f34d1) ## **Five Steps for Improving Employee Performance** As every underperforming employee’s situation is different, there is no one set roadmap for addressing issues of non-productivity. However, there are certain steps you can take and strategies that you can adopt moving forward that can help both you and your employee potentially rectify problems they might be having at work. 1. ### Communicate Your Concerns It could be that the underperforming employee really isn’t aware of any problems. In fact, often this is the case. As the team leader, you need to be proactive and communicate your concerns to that employee. Be direct in your communication while also using tact in your approach as part of an effective [employee performance management process](https://blog.axcethr.com/employee-performance-management). Create a list of problem areas to help steer the conversation along, and then review the various points on your list. Make the employee aware of what is going on and what the issues are that need addressing. In addition, make sure the employee has the opportunity to communicate their concerns with you, as well. Communication is a two-way street, and maybe there is something that you’re not aware of that the employee needs to communicate to you that is a barrier to their productivity. Keeping dialogue as open as possible during this conversation will help you and the employee get the most out of the discussion as you find potential steps forward. 2. ### Review Potential Obstacles that the Employee Faces Both on your own and in your conversation with the employee, examine some of the issues and obstacles that could be hindering that individual’s performance. For instance, is there something within the work environment that is throwing your employee “off”? This could be easily addressed. Or perhaps there is something going on at home or in their personal life that is making it difficult for them to perform up to expectations. Once those obstacles are uncovered, take the time to develop solutions to them as a team – with both you and the employee “teaming up” against the obstacle to find the best remedy that will lead to a productive path forward. 3. ### Consider a Mentoring Approach Sometimes we all need a little help along the way. If one of your employees is underperforming, then it could be time to step in and [offer some mentorship or coaching](https://www.inc.com/salesforcerevenuecloud/when-sales-and-finance-are-at-odds-call-revops.html). There are a variety of ways in which you might do this. You could start by trying to understand their perspective and then from there, strive to figure out their “why”- Why are they doing this job? Why do they come into the office every day? Why are they passionate about what they do? Once you understand their “why”, this will give you the basics which may help provide a foundation from which to coach them more effectively, ultimately resolving their underperformance issues. 4. ### Allow Them to Guide You to the Solution In other words, it often works best if you let the employee own their solution. Sure, it’s easy enough to say, “do things this way.” But are they really learning to correct inefficient behavior? When an underperforming employee actually understands the problem and then works through a solution, they are more likely to follow through and thereby rectify the issue at hand. Communication and understanding are key to solving underperformance issues for an employee. 5. ### Look for an Alternate Role for the Employee It could ultimately be the case that an employee is just in the wrong role. This doesn’t mean that they are not a fit for the company, but what it does mean is that they may be better suited to another department or doing other types of tasks. If, for example, someone is underperforming when it comes to closing sales, then they might not be cut out for that job - whereas they may exhibit a proclivity for handling customer service issues. Considering alternate job/role possibilities could be a win-win answer in this situation. It is important to note that, before looking for an alternate role for the employee, be sure you navigate the situation by using steps 1 through 4 first – and also contacting your HR Consultant before moving said employee to a new role. [**RELATED: **How to Manage Employees When Crisis is the New Normal >>](https://blog.axcethr.com/how-to-manage-employees-when-crisis-is-the-new-normal) ## **[![Leadership and management training services tailored for small businesses](https://no-cache.hubspot.com/cta/default/2652187/interactive-189244092930.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLIzQYUSKad7DPyi%2BuTFuBtl9eYRZQiLB9DGvfgTdauSlgsLIfEp7uZCUc5yosS4dnueBR5SV9bTwUxRj5kfVby9TiX%2Bu%2FRcYkyekqGLedNd01Cdwm3FNXZm3wOc4uUfEDD3%2F8MFBOtbvGdY4ekfxcGJyuA9rn%2BulwCsfjGUyPXVuxppHhMLS59HT9C%2BfMm0RXtT%2F%2FoZOC2NKw%2FtUbufGPscCrXc%2Bka2WlEkdDaJHx16LoZgCTzbKcm53EGh5l5lWnM2P61Ejtu2ywi6tbBNQRM2E%2FhZxdDTfhO1k2po59ez&webInteractiveContentId=189244092930&portalId=2652187)** ## **Axcet HR Solutions is Here to Help** Sometimes it might be beneficial to bring in an HR professional to assist you when it comes to trickier employee management issues. We consult with small to mid-sized businesses, often [helping them](https://www.axcethr.com/services/human-resources/training-and-development/) work through complex employee problems that can on occasion, arise. [Contact us today](https://www.axcethr.com/contact/) to see how we might help you! [![Human Resource Solutions: You have HR questions. We have HR services.](https://no-cache.hubspot.com/cta/default/2652187/87a64bc7-3a37-4adc-8fa2-838ecde39634.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/87a64bc7-3a37-4adc-8fa2-838ecde39634) [![Mariah Collins, SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Mariah_DSC6768-Edit.jpg?width=80&height=80&name=Mariah_DSC6768-Edit.jpg)](https://blog.axcethr.com/author/mariah-collins) Written by #### [Mariah Collins, SHRM-SCP](https://blog.axcethr.com/author/mariah-collins) Mariah Collins, SHRM-SCP, is a Human Resources Consultant at Axcet HR Solutions, specializing in people management, process improvement, and project management. With a strong background in payroll, benefits, and employee relations, she brings over four years of experience in providing HR solutions to small businesses. Mariah holds a Bachelor of Business Administration in Human Resources from Emporia State University and is known for her expertise in helping businesses streamline HR processes while ensuring compliance. Her contributions to the Axcet blog reflect her deep understanding of HR challenges and her commitment to supporting small business owners. Read more [View all posts →](https://blog.axcethr.com/author/mariah-collins) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) #### [What Is Emotional Intelligence and Why Develop It Among Your Team ![what is emotional intelligence in the workplace](https://blog.axcethr.com/hubfs/what%20is%20emotional%20intelligence%20in%20the%20workplace.jpg)](https://blog.axcethr.com/four-steps-to-build-emotionally-intelligent-teams) #### [![poor attendance at work](https://blog.axcethr.com/hubfs/employee%20attendance%20issues.jpg) Effective Ways to Handle Poor Attendance at Work](https://blog.axcethr.com/effective-ways-to-handle-poor-attendance-at-work) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Mariah Collins, SHRM-SCP", "url" : "https://blog.axcethr.com/author/mariah-collins" }, "dateModified" : "2026-07-30T01:48:30.842Z", "datePublished" : "2022-02-10T15:15:00.000Z", "headline" : "How To Help an Underperforming Employee", "image" : [ "https://blog.axcethr.com/hubfs/how%20to%20help%20an%20underperforming%20employee%20at%20your%20business.jpg" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/how-to-help-an-underperforming-employee", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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However, when it comes to this employee’s performance at work, the picture is the complete opposite. The employee is slow to get work done, seems to be lacking motivation, and is largely unproductive. What do you do? Underperforming employees, especially those who are nice, can be somewhat tricky to deal with—you don’t want to hurt their feelings, but you do have to address the elephant in the room. Be it a lack of motivation, a gap in their knowledge or skill set, or behaviors that aren’t conducive to productivity, the employee is costing the company money and time, and in this climate, you really can’t afford to lose either of these things. RELATED: Bad Managers - How to Spot Them in Your Organization >> So, what can you as an employer and company leader do about the underperforming employee? How do you get them back on track? Can you get this employee back on track? Simply ignoring the situation and hoping that it will somehow work itself out is probably not your best course of action. Not to mention, allowing the situation to continue will eventually wear on the employee as they will inevitably grow frustrated with the fact that they are not moving forward. It benefits all parties involved to find a way to help this underperforming employee. You should communicate openly and directly. Be clear about what you see as the problem and discuss potential solutions that you might work on together. RELATED: 7 Active Listening Techniques and 5 Ways It Benefits Your Workplace >> Motivation: A Key Issue for the Underperforming Employee For many workers, the question of motivation (or lack thereof) is one that impacts their overall job performance. This is one of the first issues (and usually the main issue) that you should address upon trying to evaluate why an employee is underperforming. Are they motivated? What goals are they working toward? Is there a sufficient reward in place for accomplishing certain objectives? A reward, in this case, could, for example, mean an opportunity for training and advancement; it doesn’t necessarily have to be a tangible reward. The key here is to figure out if there is a lack of motivation tied to the underperformance. If there is, then this is a great place to start as you attempt to get your employee back on track. Five Steps for Improving Employee Performance As every underperforming employee’s situation is different, there is no one set roadmap for addressing issues of non-productivity. However, there are certain steps you can take and strategies that you can adopt moving forward that can help both you and your employee potentially rectify problems they might be having at work. Communicate Your Concerns It could be that the underperforming employee really isn’t aware of any problems. In fact, often this is the case. As the team leader, you need to be proactive and communicate your concerns to that employee. Be direct in your communication while also using tact in your approach as part of an effective employee performance management process. Create a list of problem areas to help steer the conversation along, and then review the various points on your list. Make the employee aware of what is going on and what the issues are that need addressing. In addition, make sure the employee has the opportunity to communicate their concerns with you, as well. Communication is a two-way street, and maybe there is something that you’re not aware of that the employee needs to communicate to you that is a barrier to their productivity. Keeping dialogue as open as possible during this conversation will help you and the employee get the most out of the discussion as you find potential steps forward. Review Potential Obstacles that the Employee Faces Both on your own and in your conversation with the employee, examine some of the issues and obstacles that could be hindering that individual’s performance. For instance, is there something within the work environment that is throwing your employee “off”? This could be easily addressed. Or perhaps there is something going on at home or in their personal life that is making it difficult for them to perform up to expectations. Once those obstacles are uncovered, take the time to develop solutions to them as a team – with both you and the employee “teaming up” against the obstacle to find the best remedy that will lead to a productive path forward. Consider a Mentoring Approach Sometimes we all need a little help along the way. If one of your employees is underperforming, then it could be time to step in and offer some mentorship or coaching. There are a variety of ways in which you might do this. You could start by trying to understand their perspective and then from there, strive to figure out their “why”- Why are they doing this job? Why do they come into the office every day? Why are they passionate about what they do? Once you understand their “why”, this will give you the basics which may help provide a foundation from which to coach them more effectively, ultimately resolving their underperformance issues. Allow Them to Guide You to the Solution In other words, it often works best if you let the employee own their solution. Sure, it’s easy enough to say, “do things this way.” But are they really learning to correct inefficient behavior? When an underperforming employee actually understands the problem and then works through a solution, they are more likely to follow through and thereby rectify the issue at hand. Communication and understanding are key to solving underperformance issues for an employee. Look for an Alternate Role for the Employee It could ultimately be the case that an employee is just in the wrong role. This doesn’t mean that they are not a fit for the company, but what it does mean is that they may be better suited to another department or doing other types of tasks. If, for example, someone is underperforming when it comes to closing sales, then they might not be cut out for that job - whereas they may exhibit a proclivity for handling customer service issues. Considering alternate job/role possibilities could be a win-win answer in this situation. It is important to note that, before looking for an alternate role for the employee, be sure you navigate the situation by using steps 1 through 4 first – and also contacting your HR Consultant before moving said employee to a new role. RELATED: How to Manage Employees When Crisis is the New Normal >> Axcet HR Solutions is Here to Help Sometimes it might be beneficial to bring in an HR professional to assist you when it comes to trickier employee management issues. We consult with small to mid-sized businesses, often helping them work through complex employee problems that can on occasion, arise. Contact us today to see how we might help you!", "author" : { "@id" : "https://blog.axcethr.com/author/mariah-collins#author", "@type" : "Person", "name" : "Mariah Collins, SHRM-SCP", "url" : "https://blog.axcethr.com/author/mariah-collins" }, "dateCreated" : "2022-02-10", "dateModified" : "2026-07-30", "datePublished" : "2022-02-10", "description" : "Picture this: you have an employee who is a wonderful individual – gets along with everyone, is pleasant to work with, and overall, their personality is exactly what you look for in your organization. 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