Last updated on March 19th, 2026

Coaching underperforming employees is one of the highest-leverage skills a manager can develop, and one of the most neglected. Nearly two-thirds of HR professionals report that fewer than half of managers at their organizations effectively address underperformance, according to SHRM (2024). The result: performance issues compound, team morale drops, and organizations absorb the cost. The good news is that with the right coaching strategies root cause analysis, clear goal setting, structured feedback, and targeted development, most underperformance is fixable. This guide covers 10 strategies that work.

10 Effective Strategies for Coaching Underperforming Employees

A leader’s ability to coach employees struggling to meet expectations is one of their most essential skills. This ability can significantly impact individual and team performance, helping low-performing employees overcome challenges and contribute effectively to the organization.

According to research from Culture Amp, underperforming employees make up an average of 4% of an organization’s workforce. However, this percentage can range from 0% to 20% depending on industry type, organizational culture, and performance evaluation criteria.

An organization that can identify and support these employees will increase both performance and overall productivity, employee engagement, and workplace morale.

Different experts propose strategies to support employees in overcoming challenges and building the confidence necessary to excel in their roles.

10 Strategies to Coach Underperforming Employees

• Identify the Root Cause of Underperformance
• Set Clear Expectations and Goals
• Provide Regular and Constructive Feedback
• Offer Additional Training and Development Opportunities
• Foster a Supportive and Positive Work Environment
• Break Tasks into Manageable Steps
• Motivate Through Positive Reinforcement
• Align Responsibilities with Strengths
• Encourage Ownership and Accountability
• Know When to Offer Additional Support or Make Tough Decisions

1. Identify the Root Cause of Underperformance

To help an underperforming employee, you must first understand what is causing the issue. Once you know why, it’s easier to tailor your approach to suit the individual’s needs; for example, if the problem is a skills gap, consider offering upskilling and reskilling opportunities to ensure the employee has the necessary skills to succeed.

• Surveys or a feedback form can help you discover systemic or individual issues.
• Look for patterns of behavior such as missed deadlines, discouragement to do the work, and struggle to participate.
• Feedback from other team members will help you get a complete picture if you are open to it.

2. Set Clear Expectations and Goals

Clear, measurable goals are essential to guide employees back on track. Goals prevent you and the employee from wondering what is expected and how success is measured. 

• Performance reviews are a means to discuss and set short-term and long-term goals.
• Make your bigger goals more actionable, and more manageable.
• Make sure the goals fit the role and that they move the career forward.

3. Provide Regular and Constructive Feedback

Coaching is generative, and feedback is a powerful tool. Employees struggling to meet expectations greatly benefit from regular and constructive feedback, which helps them identify areas of improvement and take corrective action. Supporting low-performing employees with clear guidance can drive meaningful progress and growth.

Managers can play a crucial role when employees face a skills gap by offering targeted feedback and support to help bridge the gap effectively. This guide lists the most critical skills gaps employers prioritize in 2026 and provides actionable strategies for addressing them.

• Feedback after observing behavior should occur soon.
• Don’t use language that judges; think about what can be improved.
• Ask employees for their perspective on feedback make it a two-way conversation.

4. Offer Additional Training and Development Opportunities

At times, those who underperform fail to have the skills or knowledge. Training and development opportunities boost morale and bridge the skills gap in employees, and over time, they can boost performance. This training could take the form of formal classes, online sessions, mentoring, or hands-on workshops.

• State-specific skills the employee needs to develop.
• Have someone to do the learning with (a mentor or peer) to trigger more learning.
• Support the development of their career.

5. Foster a Supportive and Positive Work Environment

Better employee performance is a function of  a supportive work environment. When employees are given value, respect, and support they are able to overcome obstacles and are more likely to perform at their best. 

• Promote team collaboration and open communication.
• Reward small wins because you must recognize and celebrate them to gain morale.
• Celebrate strengths rather than weaknesses.

6. Break Tasks into Manageable Steps

Employees facing performance challenges may procrastinate or feel overwhelmed by large tasks or projects. Breaking these tasks into smaller, more manageable steps can reduce stress, clarify priorities, and foster a sense of achievement with each completed step.

• Divide large projects into smaller, attainable milestones.
• If you need to catch up with tasks, plan for regular check-ins.
• Maintain your motivation and confidence by celebrating each milestone.

7. Motivate Through Positive Reinforcement

One of the most powerful ways to increase performance is by motivating employees through positive reinforcement. Verbal or tangible rewards are only two forms of motivation out of many.

• In team meetings or via email, publicly acknowledge achievements.
• Let’s praise effort as well as outcome, not final results only.
• Ask employees to consider within themselves what they have improved upon.

8. Align Responsibilities with Strengths

Every employee has their strengths to help them succeed. You can achieve better performance by aligning your tasks and responsibilities with the strengths. 

• Find out the employee’s essential strengths and interest areas.
• Reassign them to tasks or projects that better suit their skills.
• Check-in regularly to see if the employee has confidence in their role.

9. Encourage Ownership and Accountability

Empowering employees to own their work is one way to improve performance. Accountability creates a feeling of responsibility and motivates people to reach their full potential. 

• The expectation for each task and its included responsibilities is set.
• Allow employees to think and act for themselves.
• You should hold employees responsible at the individual level accountable for their actions and the results they create.

10. Know When to Offer Additional Support or Make Tough Decisions

Sometimes, coaching will help resolve underperformance; sometimes, it won’t. If an employee’s performance doesn’t improve after coaching, you may need to use a performance improvement plan (PIP) or other alternatives.

• Coaching or mentoring (extended tenure) if work performance doesn’t improve.
• Offer additional support through professional counseling or employee assistance programs.
• If necessary, consider tough reassignment or separation while being fair and transparent.

When Coaching Isn’t Working: How to Handle a Persistently Underperforming Employee

Not every underperforming employee responds to coaching. If performance hasn’t measurably improved after 60-90 days of structured coaching with documented check-ins, the next step is a formal Performance Improvement Plan (PIP).

A PIP is a written agreement that defines the specific performance gap, the required improvement standard, a defined timeline (typically 30-90 days), and the consequence if the standard is not met. It is not a precursor to termination; it is a structured accountability framework. Beyond the PIP, consider whether the role itself is a mismatch. Gallup research shows 42% of employee turnover is preventable, which means investing time in a structured PIP before making a separation decision is almost always the smarter move.

Taking the Next Step in Coaching Underperforming Employees

Coaching underperforming employees requires patience, a deep understanding of their challenges, and the ability to guide them toward effective solutions. 

Remember that there are reasons the team underperforms, and fixing them early on will do wonders for keeping the team productive and in a reasonable frame of mind. By continually adapting and changing your coaching methods to suit the needs of your employees, you will simultaneously see performance and satisfaction improve.

What strategies have worked for you when coaching underperforming employees? Share your tips, experiences, or insights in the comments below! If you’re looking for leadership and employee development support, consider checking out Tekstac.

FAQs on Coaching Underperforming Employees

1. How do you coach an underperforming team member step by step?

Start by documenting specific performance gaps with dates and examples before any formal conversation. Schedule a private two-way discussion focused on understanding, not judgment. Walk through four things: what the expected standard is, where the gap currently sits, what barriers the employee is facing, and what support you can provide. Set a 30-day milestone with a defined success metric. Follow up consistently. The difference between a coaching conversation and a disciplinary one is intent; the employee should leave the room feeling supported, not threatened.

2. When should coaching shift to a Performance Improvement Plan (PIP)?

If documented coaching over 60-90 days produces no measurable improvement, a PIP is the appropriate next step. A PIP defines the performance gap, the required standard, a timeline (typically 30-90 days), and the consequences of non-improvement. It is a structured accountability tool, not an automatic path to termination.

3. What is the difference between coaching and managing poor performance?

Coaching is developmental; it builds capability and confidence through structured conversation, goal setting, and feedback. Managing poor performance is correct; it uses formal tools like PIPs, written warnings, or role reassignment. Effective managers use coaching first, escalating to formal performance management only when coaching has not produced improvement.

4. How long does it take to see results from coaching an underperforming employee?

Most managers see early indicators of improvement within 30 days of consistent, structured coaching; clearer communication, improved attendance at check-ins, or proactive progress updates. Meaningful performance change typically takes 60-90 days. If no improvement is visible after 90 days of documented coaching, escalate to a PIP.