Provide constructive feedback, identify challenges, offer support, and set clear goals. Encourage growth with positive reinforcement and actionable steps to improve performance without discouraging them.

scheduling a private meeting to openly discuss your observations, actively listen to their perspective, clearly outline expectations, offer specific coaching and development opportunities, and acknowledge their strengths while setting clear goals for improvement; always maintaining a positive and encouraging tone throughout the conversation.

I believe in few fundamental steps that keeps the focus on helping the employee. 1. Have a 1-1 addressing performance concerns in a clear and transparent way, with the focus of understanding the underlying cause if the downturn. 2 Work together to find a solution, review the goals and break them down in smaller and measurable steps. 3. Offer help and regular check-ins to show care and time investment in their success. 4. Reinforce the strengths I have seen in the person that helped him/her to succeed in the past and use a positive tone.

Addressing performance dips without damaging motivation requires a balance of clarity and support. Start with a private, open conversation—frame it as a partnership, not a reprimand. Focus on specific behaviours, not personal shortcomings, and explore any underlying challenges they may be facing. Set clear, achievable goals together, ensuring they feel empowered rather than pressured. Offer resources, mentorship, or training to bridge gaps. Most importantly, recognise progress along the way—small wins rebuild confidence. A performance conversation should inspire growth, not fear. When employees feel supported, they’re more likely to regain momentum and re-engage with their work.

✅Establish Regular Check-Ins: Schedule weekly 1-on-1s to keep the conversation flowing. Discuss expectations, strengths & wins before addressing areas for improvement. ✅Focus on Support, Not Just Gaps: Highlight strengths before discussing what’s not working. Ask: “What do you need to perform better?” ✅Set Collaborative Goals: Don't dictate solutions, co-create achievable goals. This fosters ownership & engagement instead of fear or frustration. ✅Adapt & Adjust: As things improve, transition to bi-weekly meetings. The key is to maintain consistent support while giving them space to grow. Employees should feel like their manager is their biggest ally. A well-supported employee is a motivated & high-performing one.