Dealing with underperforming team members

This from Sital Ruparelia at Authentic Resourcing:

Below are some suggested steps:

I know its ‘work’ – but you’ll find the individual will either raise their game or leave – and save you a big headache: 

1.  Give feedback about the issues that have come up. Ensure the feedback is based on FACT – what happened and the implications, not judgement.


2. Make it clear that issues in number 1 are not acceptable –  “this falls well below the standards we expect” and confirm The person understands that (keep the tone fair – but ensure they are under no illusion)


3.  Ask “what training or support do you need to ensure you meet the required standards going forward.” If the person has a reasonable request, agree and provide


4. Agree a follow up discussion to monitor progress


5. Scribble a few lines and place notes in the personal file so you have a record of discussions


6. Keep having the same conversation when issues arise – and keep a record


Why Bother?


A) It protects you

B) It’s fair to the individual

C) Who will raise their game or leave

C) Minimises major morale issues – show’s others (particularly new people) that you will tackle under performers but be fair in how you do it

E) You are setting standards – the above is how great businesses deal with their people




Sital Ruparelia


Published by

Chris Barrow

Chris Barrow has been active as a consultant, trainer and coach to the UK dental profession for over 20 years. As a writer, his blog enjoys a strong following and he is a regular contributor to the dental press. Naturally direct, assertive and determined, he has the ability to reach conclusions quickly, as well as the sharp reflexes and lightness of touch to innovate, change tack and push boundaries. In 2014 he appeared as a “castaway” in the first season of the popular reality TV show “The Island with Bear Grylls”. His main professional focus is as Coach Barrow, providing coaching and mentorship to independent dentistry.