How do I address poor performance with an employee?
You should address performance issues early and with structure. iSpeak uses the GROW model — Goal, Reality, Options, Will — for coaching and corrective action conversations. Rather than telling someone what to do, GROW draws out their own thinking, which produces commitment instead of compliance.
- Goal: What does good performance look like? Be specific.
- Reality: What is actually happening now? What have you both observed?
- Options: What paths forward exist? Explore more than one.
- Will: What will they commit to doing, and by when?
Pair GROW with the SBIR model to open the conversation — describe the specific Situation and Behavior you've observed and the Impact it's having before moving into your Response regarding the situation.
Why it matters: Most performance problems don't resolve themselves. Addressing them late, or without structure, tends to make things worse — the employee feels blindsided, you feel frustrated, and the behavior continues. A structured conversation signals that you take the person seriously enough to work through it with them.
Practical Tips
- Lead with observation, not judgment. Use SBIR to describe what you've seen factually before moving into GROW. This prevents the conversation from becoming a debate about whether the problem exists.
- Let them propose the path. In the Options step, ask "What do you think you could do differently?" before offering your own suggestions. People commit more deeply to solutions they helped create.
- Close with a clear commitment. The "Will" step is not optional. A vague "I'll try to do better" is not a commitment. Agree on a specific behavior, a timeline, and when you'll check in.
- IMPORTANT: Follow up with a positive. Once you see even a small improvement, name it specifically and soon. This is what shifts how the employee experiences the whole conversation — from something done to them to something done with them, and it's what makes them see you as an ally instead of an enemy.
Practice Exercise:
Map out a real performance conversation you need to have. Use the GROW framework to script your key questions for each step. Then role-play it with a friend, or use the iSpeak AI Coach to practice staying curious and calm even when the employee pushes back.
Related Resources:
Blog Post by Russ Peterson Jr., iSpeak Owner and Certified Master Instructor:
Why iSpeak AI Roleplay is a Smart Upgrade for Your Leadership Development Training Programs
Influence without Authority Shortcut Card:
A downloadable reference guide based on our Influence Without Authority workshop. It provides a quick-reference summary of the workshop's most important influence, trust-building, and persuasion models to help you gain commitment, navigate change, and communicate more effectively across your organization.
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