Dealing with a Difficult, Underperforming Employee: Today’s Strategies for Effective Leadership

Navigating the Challenge of a Toxic or Underperforming Employee

Every leader will, at some point, face the challenge of managing a difficult employee. It’s a reality that can impact your team’s morale, engagement, and overall performance. But what’s different about handling this today? The modern workplace demands a balance of empathy, accountability, and data-backed strategies to ensure that leaders don’t just address the problem—they help the team thrive.

The Impact of Toxicity in the Workplace

Recent studies underscore the effect of toxic behaviors on team morale. According to Gallup, a single underperforming or disruptive employee can reduce team morale by up to 40% and increase team turnover by nearly 50%. What’s more, nearly 70% of employees say their engagement is directly impacted by how leaders address toxic behaviors within a team.

Modern Approaches to Handling Underperformance and Toxicity

1.Clear Communication of Expectations

• • The Challenge: Many employees simply don’t understand where they’re falling short. Today, only 45% of employees report having clear expectations from leadership.

  • The Solution: Address performance and behavior concerns with a clear, direct conversation that sets measurable expectations. Consider framing feedback around specific improvements, with regular check-ins for progress.

2.Empathy and Emotional Intelligence

• • The Challenge: Studies show that 75% of low-engagement employees cite lack of support as a primary factor. Toxic behaviors can sometimes stem from personal stressors or workplace pressures that go unaddressed.

  • The Solution: Approach the conversation with empathy, aiming to understand any underlying issues affecting their behavior or performance. Listening actively and without judgment can sometimes reveal root causes that are manageable with a supportive action plan.

3.Solution-Focused Feedback and Accountability

1. • The Challenge: Leaders may feel uncomfortable being direct, but research shows that  50% of underperformers improve when they receive constructive, solution-oriented feedback.

   • The Solution: Be direct but supportive, outlining clear consequences if improvement is not seen. Offering resources for professional development or stress management can be powerful, as it shows the leader’s commitment to growth.

Mindset Shift: Building a High-Performance Team with Empathy

In today’s workplace, managing performance isn’t just about driving results—it’s about fostering growth. By supporting improvement rather than simply addressing issues, leaders help create a resilient, high-performance team.

Over to you now. What approach could you try in managing tough conversations more effectively?

Ready to Lead Through Difficult Situations?

Embracing a balance of empathy, clarity, and accountability helps leaders handle even the toughest situations with poise and purpose. Start leading with this approach today to see transformative results in your team.

For more leadership insights, follow for weekly tips or schedule a free 30-minute consultation with Isabel Valle to dive deeper into your leadership challenges.

To your success,

Isabel

Isabel Valle is a Peak Performance Strategist dedicated to helping high-level executives and business leaders excel in their roles. Through personalized coaching and strategic guidance, Isabel helps clients navigate the complexities of leadership, achieve their goals, and thrive both professionally and personally. Connect with her to unlock your full potential and make your vision a reality. More on www.isabelvalle.com