Quick Answer

When should you have a performance conversation with an underperforming team member? Address it immediately the first time you notice an issue—not the third or fourth time. The first time, approach it with curiosity: "What happened?" The second time, express concern and document the conversation. Waiting only makes the problem worse for everyone involved.

Episode Description

How do you know when it's time to address underperformance? What are the early warning signs that someone's struggling? Why does waiting to have the conversation make everything worse?

Most managers wait too long to address performance issues—hoping the problem will fix itself or waiting for the "perfect time" to bring it up. But waiting doesn't help. It just lets small issues escalate into formal performance problems.

In this first part of a two-part series, Colby shares the four signs that tell you it's time to have the conversation, why you need to address issues immediately (the first time, not the third), and why early intervention is actually the kindest thing you can do for someone who's underperforming.

This episode sets the foundation. Next week, Part 2 will give you the exact framework for what to say and how to follow up.

Key Takeaways

The four signs that tell you it's time to have a performance conversation
Why you should address issues the first time you notice them—not wait for a pattern
The immediate intervention approach: first time with curiosity, second time with documentation
Why waiting makes the problem worse (the timeline of doom from Week 1 to Week 12)
Why early intervention is actually kinder than avoiding the conversation
Key statistics: Employees are 3.6x more likely to do outstanding work with daily vs. annual feedback (Gallup)

Who This Episode Is For

Middle managers who've noticed someone on their team underperforming, who want to know when to intervene, and who need the confidence to address issues early instead of waiting until they become formal HR problems.

Connect with Colby

Website: nxtstepadvisors.com
LinkedIn: linkedin.com/in/colbymorris

Don't miss Part 2 next week where Colby walks through the exact six-step framework for what to say in the conversation and how to follow up to make sure it sticks.

When to Address Underperformance (Part 1 of 2)