Questions to Ask an Underperforming Employee
Questions to Ask an Underperforming Employee
Constructive questions to ask underperforming employees to understand their challenges, provide support, and help them improve their performance.
1How are you feeling about your current workload and responsibilities?
How are you feeling about your current workload and responsibilities?
This open-ended question allows the employee to share their perspective and can reveal underlying issues affecting their performance.
2What challenges are you facing that might be impacting your performance?
What challenges are you facing that might be impacting your performance?
This question helps identify obstacles and barriers that may be preventing the employee from meeting expectations.
3What support or resources do you need to be more successful in your role?
What support or resources do you need to be more successful in your role?
This question shows your commitment to helping them succeed and can reveal specific needs that haven't been addressed.
4How do you feel about the feedback you've received, and what would be most helpful?
How do you feel about the feedback you've received, and what would be most helpful?
Understanding their perspective on feedback helps you tailor your approach and ensure they receive the guidance they need.
5What are your goals for improvement, and how can I help you achieve them?
What are your goals for improvement, and how can I help you achieve them?
This question encourages the employee to take ownership of their development while showing your support for their growth.
6Are there any personal or external factors affecting your work performance?
Are there any personal or external factors affecting your work performance?
This sensitive question acknowledges that personal issues can impact work and shows your concern for their well-being.
7What aspects of your job do you find most challenging, and why?
What aspects of your job do you find most challenging, and why?
Understanding their challenges helps you identify areas where they need additional support or training.
8How do you prefer to receive feedback and guidance?
How do you prefer to receive feedback and guidance?
Understanding their communication preferences helps you provide feedback in a way that's most effective for them.
9What training or development opportunities would be most beneficial for you?
What training or development opportunities would be most beneficial for you?
This question shows your investment in their growth and can reveal specific areas where they need skill development.
10How do you handle stress and pressure, and what helps you perform at your best?
How do you handle stress and pressure, and what helps you perform at your best?
Understanding their stress management strategies helps you create an environment that supports their success.
11What are your strengths, and how can we leverage them more effectively?
What are your strengths, and how can we leverage them more effectively?
This positive question focuses on their assets and can help identify ways to build on their strengths.
12How do you feel about your role and responsibilities, and are they aligned with your expectations?
How do you feel about your role and responsibilities, and are they aligned with your expectations?
Understanding their role satisfaction helps identify any misalignments between expectations and reality.
13What would success look like for you in this role?
What would success look like for you in this role?
This question helps align expectations and ensures both you and the employee have a clear understanding of what success means.
14How do you handle setbacks and challenges, and what support do you need?
How do you handle setbacks and challenges, and what support do you need?
Understanding their resilience strategies helps you provide appropriate support during difficult times.
15What are your career goals, and how does this role fit into your long-term plans?
What are your career goals, and how does this role fit into your long-term plans?
Understanding their career aspirations helps you provide development opportunities that align with their goals.
16How do you prefer to work with your team, and what collaboration styles work best for you?
How do you prefer to work with your team, and what collaboration styles work best for you?
Understanding their collaboration preferences helps you create a work environment that supports their success.
17What would make you feel more confident and successful in your role?
What would make you feel more confident and successful in your role?
This question helps identify specific actions that can boost their confidence and performance.
18How do you handle feedback and criticism, and what approach works best for you?
How do you handle feedback and criticism, and what approach works best for you?
Understanding their feedback preferences helps you communicate in a way that's most effective for their development.
19What are your biggest concerns about your performance, and how can we address them?
What are your biggest concerns about your performance, and how can we address them?
This question allows them to voice their concerns and helps you address them proactively.
20How can we work together to improve your performance and ensure your success?
How can we work together to improve your performance and ensure your success?
This collaborative question shows your commitment to their success and encourages a partnership approach to improvement.
Want to learn more?
Supporting Employee Performance
Want to learn more?
Supporting Employee Performance
Constructive Performance Conversations
Focus on Solutions
Keep the conversation focused on identifying solutions and providing support rather than just pointing out problems.
Be Empathetic
Show understanding and empathy for their challenges while maintaining clear expectations for improvement.
Create a Development Plan
Work together to create a specific, actionable plan for improvement with clear milestones and support measures.