Struggling Team Members? Don't Give up on Them Too Soon
Proven ways leaders can reignite engagement by investing energy where it counts
“Leadership is not about being in charge. It is about taking care of those in your charge.”
You recruited someone onto your team with high expectations. They had the right skills, the right mindset, and they fit the culture. But somewhere along the way, their performance dipped. Instead of stepping up, they disengaged.
It’s a challenge many leaders face—but few talk about. Left unchecked, it can ripple through the entire team, draining morale, frustrating high performers, and affecting results.
For you as a leader, it means tough conversations, added workload, and missed strategic goals. Worse, it can signal that underperformance is tolerated—making long-term excellence difficult to sustain.
The Mountain Climb: A Metaphor for Team Performance
Leading a team is like guiding climbers up a mountain. Some are strong, fit and sure-footed; others struggle with the pace. Your goal? To reach the summit together.
When someone falls behind, you have choices: slow down, leave them behind, or find a way to help them keep going. Ignore a struggling climber, and frustration sets in. Top performers resent the slowdown, while the struggling team member becomes overwhelmed and disengages.
But if you step in—adjust the strategy, provide the right support—you boost the odds of reaching the peak as a team.
Why It Matters: The Research on Underperformance
Workplace disengagement is costly. Research by Gallup (2023) shows that disengaged employees cost businesses about 18% of their salary in lost productivity. A Harvard Business Review study (Goler, Gale, Harrington & Grant, 2016) found that employees who don’t see growth opportunities are more likely to disengage and leave.
Consider Alan Mulally’s leadership at Ford. When he took the helm in 2006, the company was on the brink of collapse. Instead of cutting people loose, he built a culture of transparency, accountability, and support—aligning struggling performers with business goals. Within a few short years, Ford returned to profitability without government bailouts.
Applying Adaptive Stability: The Performance-Adaptability Matrix
To help leaders apply adaptive stability to managing team performance, consider the Performance-Adaptability Matrix. This model categorises team members and suggested leadership responses based on the team member's performance level (accountability & results) and adaptability (support & growth mindset).
This model helps leaders:
recognise where a team member falls and determine the best approach
balance support and accountability without overcommitting resources and
ensure high performers remain engaged while providing structured support for struggling team members.
Turning Things Around: Why It’s Worth the Effort
Every team member has untapped potential. When you help them find it, they not only perform better—they become more engaged, innovative, and committed.
The alternative? Losing them to frustration, disengagement, or resignation—leaving you with the cost of rehiring and retraining, not to mention the damage to team culture.
Strategies to Reignite Engagement
Clarify Expectations and Reset Goals
Revisit the person's role and set clear, achievable short-term targets. Ensure they understand what success looks like and how to get there.Provide Support and Feedback
Underperformance isn’t always about effort—it can be about skill gaps, lack of guidance, or a crisis of confidence. Offer mentoring, training, and coaching to bridge the gap.Create Ownership and Accountability
Empower them to take charge of their improvement. Instead of dictating solutions, ask: What support do you need? How do you plan to meet expectations?
When Is It Time to Let Go?
Support is crucial, but sometimes a different path is necessary. It may be time to part ways if:
🚩 No Progress – Despite clear goals, feedback, and support, they remain stuck.
🚩 Team Impact – Their disengagement is affecting morale and high performers.
🚩 Lack of Accountability – They resist feedback, make excuses, or avoid taking ownership.
🚩 No Interest in Re-Engaging – Despite interventions, they show no effort to improve.
🚩 Role Misalignment – If the role has evolved beyond their skill set, a change may be necessary.
If letting a team member go is the best course, handle it with empathy. Provide clear reasons, offer constructive feedback, and, where possible, support them in finding a better-fitting role.
The Importance of Ongoing Dialogue
Performance conversations shouldn’t be reserved for annual reviews. Regular check-ins help employees feel supported, not scrutinised. When discussing performance, focus on solutions.
Instead of, “You’re not meeting expectations,” try, “I see where you’re struggling—let’s work on this together.”
Adaptive Stability: Balancing Support with Standards
A strong team thrives when each member is engaged and performing at their best.
By addressing performance issues thoughtfully, you create an environment where people feel supported, challenged, and capable of growth. And when tough decisions must be made, they are handled with fairness and respect, keeping the whole team on track.
Leading the Whole Team to the Summit
Just like on a mountain, a great leader ensures that no one is left behind unnecessarily. Addressing underperformance isn’t about punishing failure—it’s about lifting people up, unlocking their potential, and keeping the whole team moving forward.
By taking the right approach, you can turn a struggling team member into a valuable contributor and maintain a team culture of resilience and success.
If you’re facing this challenge right now, what’s one step you can take today to re-engage a struggling team member and bring them back on track?
