How Coaching Can Improve Poor Performance: 5 Signs and Strategies for Managers

Poor performance can be a challenge for any manager, but it doesn’t have to be a roadblock. By using coaching as a tool, you can help your employees unlock their potential, regain motivation, and improve their work. In this article, we’ll explore the common signs of poor performance and how coaching—both internal and external—can be the key to driving positive change in your team.

5 Signs of Poor Performance

It’s important to identify the signs of poor performance early on so you can address them effectively. Here are five key indicators that someone on your team may be struggling:

1. Missed Deadlines or Targets

Consistently missed deadlines or failing to meet targets is a clear sign that performance is slipping. Whether it's a time management issue, a lack of skills, or something else, this is often the first indicator that coaching may be needed.

2. Reduced Quality of Work

When the quality of work decreases, whether it's in attention to detail, accuracy, or completeness, it suggests that the employee is either disengaged or lacking the necessary skills or resources.

3. Lack of Initiative

If a previously proactive team member stops volunteering for tasks or avoids additional responsibilities, it could signal a loss of motivation or confidence. This can also indicate burnout or personal issues affecting their work performance.

4. Poor Communication or Collaboration

When an employee withdraws from team discussions or avoids asking for help, they may be struggling with more than just their workload. Poor communication can lead to misunderstandings and tension within the team.

5. Negative Attitude or Behavioural Changes

A persistent change in attitude, like increased negativity or resistance to feedback, can be a major sign of underlying problems. This shift in behaviour often impacts not only the individual’s performance but the overall team dynamic.

How Coaching Can Help Address Poor Performance

Once you’ve identified the signs of poor performance, it’s time to act. Coaching is a highly effective method for helping employees identify the root causes of their issues and develop strategies for improvement. Here’s how coaching can make a difference:

1. Clarifying Expectations and Goals

One major benefit of coaching is the ability to clarify expectations. Often, performance issues arise when an employee isn’t entirely sure what’s expected of them. Through coaching, you can establish clear, achievable goals, helping employees understand exactly what success looks like.

2. Identifying Underlying Issues

Coaching is highly effective at uncovering the root causes of poor performance, whether it’s a lack of skills, personal challenges, or even a mismatch between the role and the employee’s strengths. Once the real issue is identified, the coach can work with the employee to find tailored solutions.

3. Building Confidence and Motivation

When performance dips, so too does confidence. Coaching helps employees reconnect with their strengths and rebuild confidence, which is key to improving motivation. By recognising small wins and progress, coaching can restore an employee's sense of accomplishment.

4. Developing New Skills and Behaviours

Coaching is a valuable tool for helping employees develop the skills they need to improve. Whether it’s communication, time management, or technical skills, coaching provides a structured way to build the necessary competencies to succeed in their role.

5. Encouraging Accountability

Accountability is a cornerstone of successful coaching. By setting regular check-ins and progress reviews, employees become more responsible for their own development. This not only helps them stay on track but also creates a culture of continuous improvement.

 

The Benefits of Using an External Coach

While internal coaching is valuable, bringing in an external coach offers several advantages, particularly when addressing poor performance. Here’s why hiring a coach from outside your organisation can be a game-changer:

1. Unbiased Perspective

An external coach provides an unbiased, neutral viewpoint that can often be more effective than internal coaching. Without the influence of office politics or preconceptions, an external coach can facilitate more open and honest conversations.

2. Specialised Expertise

External coaches often bring a wealth of experience and training in performance coaching and leadership development. They are experts at identifying the root causes of performance issues and applying advanced coaching techniques to support improvement.

3. Confidentiality and Trust

Employees may feel more comfortable discussing their performance challenges with someone outside the organisation. External coaches can offer a safe, confidential space, which encourages more openness and honesty from employees.

4. Fresh Approaches and Ideas

Because external coaches work with a variety of organisations, they bring new ideas and fresh perspectives that can revitalise your approach to performance management. Their outside experience allows them to offer innovative solutions that internal managers might not consider.

5. Reducing Pressure on Managers

Coaching can be time-consuming for managers. By bringing in an external coach, you allow your managers to focus on their primary responsibilities while still ensuring that your employees receive the support they need. This also provides the manager with space to observe the process and learn from it.

Why Coaching is an Investment in Your Team’s Future

Addressing poor performance through coaching isn’t just about fixing short-term issues. It’s about fostering a culture of development and continuous improvement. When employees feel supported and see that their growth is a priority, they are more likely to stay engaged and committed to their work. By investing in coaching—whether through internal or external resources—you’re not just solving problems, you’re building a stronger, more capable team.

Conclusion: Transforming Performance with Coaching

Coaching is a powerful tool that can turn poor performance into an opportunity for growth. By identifying the signs of performance issues early and addressing them through structured coaching, managers can help employees unlock their potential. Bringing in an external coach adds even more value by offering specialised expertise and a fresh perspective.

Whether you choose internal or external coaching, the key is to focus on building confidence, accountability, and new skills to drive long-term improvement. Ready to explore how coaching can transform your team’s performance?