What should a manager do if an employee consistently underperforms?

Providing constructive feedback and setting clear performance goals is essential for managing underperformance effectively. This approach addresses the underlying issues that may be contributing to the employee's struggle. It allows the manager to communicate specific concerns about the employee’s performance clearly and offers an opportunity for the employee to understand expectations.

By setting clear performance goals, the manager can create a roadmap for improvement, which helps the employee focus on specific areas that need development. This not only promotes accountability but also demonstrates the manager's investment in the employee's success. Additionally, constructive feedback encourages open dialogue and helps build a supportive work environment, which can ultimately enhance team morale and individual performance.

In contrast, ignoring the issue does not lead to resolution and can allow poor performance to affect overall team productivity. Considering immediate replacement may be necessary in extreme cases, but it's typically more productive to first attempt to improve the situation through dialogue and support. Offering a raise as motivation without addressing the root cause of the underperformance may not yield the desired results and could even exacerbate the performance issues if not paired with constructive feedback.