Revisit the role expectations with them to ensure alignment. Schedule regular feedback sessions to identify specific areas for improvement and offer resources, such as training, to help them succeed. Consider pairing them with a mentor if appropriate. If performance doesn’t improve despite these efforts, evaluate if a different role within the organization might be better suited to their strengths or if a replacement is necessary to meet the team’s goals.

The first step in this situation is taking accountability. You made this hire. They went through a rigorous interview process and you saw the potential. If they’re not working out, it starts with you. Did you set clear expectations? Have you given them the resources to onboard and learn? Have you spent the necessary time with them to teach them how to be successful in this role? There are lots of good tools you can use to get them on the right track. Things like: teaming agreements, finding them a mentor, re-establishing job expectations, etc. But the first thing I’d recommend is taking accountability for the situation and owning how you’re going to help course correct.

Rather than sharing how I managed my subordinates, I wanted to share how my previous/current MD managed me. 1. Every quarter they would set a KPI for me, in terms of revenue, number of new clients, number of events to host. 2. Whenever I missed the target, they would set up a meeting with me to go through where I fell short of and where I struggled. In the past, I would feel sad and defensive when I saw myself not delivering the right results. Over time, I came to realise my managers are trying to help me achieve and improve my sales target which is a win-win situation. It's good to receive honest feedback and be honest with my poor performance as well. Being candid and open minded with feedback is important.

To address underperformance in a key hire, start with a private and constructive conversation to identify any underlying challenges, such as unclear expectations or lack of resources. Set specific, measurable goals with a clear timeline for improvement and provide tailored support, such as additional training or mentoring. Offer regular feedback and recognize small wins to build confidence. If the issue persists, reassess their role alignment and explore alternative solutions to ensure team success.

Conduct a Performance Discussion Set Clear Expectations and Goals Identify and Address Skill Gaps Provide Training and Resources Assign a Mentor or Buddy Offer Constructive Feedback Regularly Monitor Progress with Milestones Recognize Small Wins to Boost Confidence Understand and Resolve Personal Challenges Reassess Fit and Explore Alternative Roles if Needed