New and old leaders, managers, and company decision-makers tend to classify their team members into three categories --- stars, capable, and underperformers. Stars are considered as such because they’ve always been exceptional. The ‘capable,’ on the other hand, are people on the middle ground that helped the company be where it currently is. It’s not bad being capable because the company needs them to function. But then again, these people are not doing what’s more than necessary. And their seeming lack of passion could also end up hurting the company in the long run.

Now, what’s ruffling is that most leaders exert so much effort in forcing underperformers to be performers. They invested so much energy into this that they made a simple situation seem complex. In reality, the problem can be resolved simply by these three solutions --- move down, move up, or move out.

Why is it hard to deal with underperforming employees?

Admittedly, it’s hard to question employees who have been with the company since day one. They had placed their trust and decided to work with when others didn’t. They’ve been with you for so long, and you fought the odds together. With these thoughts, you start justifying that maybe this employee only became an underperformer because they have outgrown their job.

Well, you could come up with as many justifications as you can, but it doesn’t change the fact that if you let your emotion eat you out, you will only end up lying to yourself and the employee. You will also end up hurting the company in the process. Conversely, if you just set aside your emotion and put the company first, you will see that dealing with the problem is easier than it seems.

Move up

Moving up in the company means ‘reducing the scope to confidence.’ For example, you have an employee who has been with the company since your early sales days. Back then, they are used to doing everything by guesswork and as they wish. Their way of working and disposition may have helped them build a better relationship with the other departments, but unfortunately, as the company grew bigger, they also outgrew their job. If they have the skills, drive, and potential to be great again in a higher position, you can transform them by moving up.