Resolution of underperformance starts with clearly defining the level of the underperformance, and this in turn demands that a clear definition for “successful performance” has already been defined, agreed and communicated. This “baseline” performance target needs to have been established and communicated during the previous appraisal or induction meeting.

In order to determine whether an employee is underperforming it is essential to identify clear evidence of where the baseline has not been reached. Examples of specific work, appraisals, 360-degree reviews may all be used. It is only then that we have identified the gap of underperformance. This “performance gap” should be the area of focus going forward.