Struggling or Slacking?

Client: I have an employee who isn’t meeting expectations, but I’m not sure why. How do I figure out if it’s a skill issue, a motivation problem, or something else?

Consultant: Identifying the root cause is the first step in fixing performance issues. Some employees struggle because they can’t do the job, while others struggle because they won’t put in the effort. Understanding the difference helps you find the right solution.

Client: Okay, where do I start?

Consultant: Start with observation. Look at patterns in their work—are they making mistakes, missing deadlines, or needing constant guidance? If so, a skills gap might be the issue. If their work is fine when they do it, but they’re inconsistent, disengaged, or uninterested, motivation could be the problem.

To get a clearer answer, ask directly:
“I’ve noticed some challenges in [specific area]. What’s getting in the way of your success?”

This opens the door for them to share what they might be struggling with.

Client: What if they say they just don’t know how to do the work?

Consultant: If it’s a skills gap, they likely need more training or clearer guidance.

You might say:
“Thanks for being honest about that. Let’s go over what resources or training might help you feel more confident in this area.”

If multiple employees are struggling with the same task, it may be a sign that your training process needs improvement.

Client: What if they know how to do the job but just aren’t putting in the effort?

Consultant: That’s a motivation issue, which often comes from disengagement, lack of recognition, or unclear career growth.

Ask:
“I know you’re capable of this, and I’ve noticed errors in your work. Do you have ideas to improve the process ?”

Sometimes, a small change—like getting their feedback on process —can reignite motivation.

Client: What if it’s not a skills or motivation issue, but something personal?

Consultant: Personal issues can impact performance, and while you don’t need all the details, you can offer support.

Try this:
“I understand that sometimes personal challenges affect work. If there’s anything we can do to support you, let’s talk about options.”

If needed, refer them to Employee Assistance Programs (EAP) or other resources.

Client: What if they don’t improve, no matter the reason?

Consultant: If skills are the issue and training hasn’t helped, they may not be the right fit for the role. If motivation is the problem and they aren’t willing to engage, performance management steps are necessary.

You might say:
“We’ve worked on solutions, and I’m not seeing the improvement needed. Let’s set clear performance expectations moving forward, and if progress doesn’t happen, we’ll need to discuss next steps.”

This ensures accountability while giving them a final opportunity to improve.

Client: So, the key is to diagnose first, provide support, and set expectations for improvement?

Consultant: Exactly. Once you know why someone is struggling, you can address it with the right approach. Training, motivation strategies, or support resources can all help—and, unfortunately, if nothing changes, holding them accountable is necessary.

And if you need help structuring a performance improvement plan, I’m here to support you.