To prepare for a one-on-one with a regularly failing employee, go over their performance statistics and pinpoint particular areas of concern. Set specific, attainable goals for the conversation. Approach the conversation with empathy and an open mind, concentrating on understanding their difficulties. Prepare constructive remarks and specific ideas for improvement. Plan to talk about the assistance and resources available to help them achieve. Ensure that the meeting promotes a pleasant, solution-oriented mood. This method encourages responsibility, progress, and a collaborative approach to improving performance.

One thing I’ve found helpful is to prepare and show/give your solutions like examples, tips and ideas on how to improve and perform better with your guidance. Make sure you are great in coaching, influencing and a subject matter expert. Great coach is always surrounded by a high performing teams. It’s more hard to support high performing teams because it requires an effective Leadership because you need to lift/push them up not hold or push them down and give them more challenging goals to make them more uncomfortable again when they like about that kind of situations. Even a great coach needs to learn/create more something new in order to support a higher performance.

First we need to know the core reason as why the employee is consistently low performing. Second if the reason is fixable, try to help the employee and then see if there is any improvement. Third if low performance is due to lack of understanding of industry that employee is in, its better to aak him/her to pursue career in the field where they have good understanding.