Do you have a poor performer in your team? No someone who is doing well but could do better, which describes most people in most workplaces. We’re talking about someone whose performance or behaviour is below a threshold of acceptability.

As uncomfortable as it may be, it is your responsibility as a leader (and not just a manager) to address this. The way to do that is by recognising there are only three outcomes when managing poor performance – and then eliminating one of them. Before we dive into those outcomes, let’s look at the consequences of unaddressed performance issues and a case study.