How to tell if an employee is performing poorly and why it affects the entire business
A weak link in the team impacts results, even in a strong company. When one person isn't pulling their weight, it affects everyone. Deadlines get missed, workloads increase, and engagement drops. The owner spends energy on control instead of strategy.
Performance evaluation isn't just a control tool. It's the foundation of a culture where results matter more than the appearance of busyness. Companies that systematically evaluate everyone's contribution increase productivity by up to 25 percent, according to McKinsey.
If a manager doesn't notice that someone is struggling, that's already a management error. Below, I'll outline three signs that will help you react in time.
Sign One. You feel like you can't trust the person
If you start demanding daily reports, checking every step, and can't let go of control, there's a reason. Most likely, the employee isn't delivering consistent results, isn't keeping their word, and is causing doubts.
Excessive control destroys motivation. People stop taking initiative and burn out. The company's customer focus suffers. Instead of caring for the client, the team focuses on "reporting games."
The best solution is to replace constant checks with regular short meetings. Let the employee articulate their results and plans themselves. This is more transparent and faster than unnecessary spreadsheets and emails.
Sign Two. They avoid difficult tasks
If a person isn't taking responsibility, it means someone else is taking it for them. This overloads key employees. They quickly get tired and start wondering why there are unequal rules on the team.
Reasons for avoiding responsibility can vary: unclear roles, fear of making mistakes, lack of motivation, or simply indifference to the outcome. When a team has such individuals, projects slow down, the atmosphere sours, and the company loses money. This is no longer an individual problem; it's a threat to the business.
From my experience, the main thing is to define areas of responsibility. Grant the right to make mistakes and reward results, not subservience.
Sign Three. They ruin the team atmosphere
A person can be competent, but if they conflict, undermine colleagues' authority, and ignore rules, their contribution becomes zero. This isn't an isolated case. It's a source of demotivation for the entire team.
This is how unprofessionalism manifests. It can be hidden, with passive aggression and constant dissatisfaction. And it can be open — through arguments, neglect of tasks, and sabotage of agreements. The reasons are standard: lack of basic competencies, low emotional intelligence, and a mismatch with corporate culture.
It's important to understand that even one toxic person can cost a company its reputation and dozens of resignations. If you don't want to lose strong performers, don't keep weak ones. I discuss this in more detail at my free master class "How to Strengthen Your Team, Fortify Your Business Foundation, and Reach a New Level," registration link: https://go.bbooster.online/ivpd.
Conclusion
Employee effectiveness is not a matter of sympathy or subjective feeling. It's a management responsibility. If you see that someone isn't delivering results, isn't taking responsibility, or is destroying the team — act. Remove the weak link and create conditions where strong performers can grow.
