Confronting Landmine Employees and Lovable Underperformers


Randy Anderson


Many managers find it difficult to effectively correct underperformance and two chronic under-performers are particularly difficult to address. Whether we worry about hurting the feelings of a really nice/popular team member, or simply want to avoid the emotion of an angry, defiant one; poor performance is often ignored under the guise of “preserving peace.” This session will teach you how to facilitate a constructive initial conversation, create a coaching strategy that directly ties performance to key objectives and hold the person accountable with quantifiable metrics.

Core Competency #2 PA/GBS – Public Administration/General Business Skills:

Communication Skills

Core Competency #3: CTIS – Critical Thinking & Interpersonal Skills:

Interpersonal Skills

Course Level


Learning Objectives

Objective 1: 7 possible external considerations to evaluate that may be contributing to underperformance
Objective 2: 4 questions for investigating and understanding what is causing the underperformance
Objective 3 A simple strategy for conducting an accountability conversation that gets to the heart of the matter without the emotion that often results, and the necessary components of an effective action plan to help them recover and begin performing at an acceptable level.


Employee Benefits / Human Resources