Managers come to me frustrated: "My team member is underperforming."
So I ask them just two questions:
"What are they spending time on vs. what they SHOULD be spending time on?"
"Do they know what is EXPECTED of them to deliver for each priority?"
The uncomfortable silence says everything.
It's not a performance problem. It's an alignment disaster.
Your "underperforming" employee is grinding away on tasks that are not a priority.
Your "failing" team member is delivering the strategy, thinking they have done their work, not realizing they are expected to lead the delivery.
Stop the performance theater.
Use your next 1:1 to:
• Perform a priorities audit
• Align on expected deliverables
• Define what good looks like
• Write these down for clarity
Then do it again next week.
And the week after.
And when priorities shift.
And when projects change.
The harsh truth?
Most managers would rather label someone "underperforming" than admit they failed to create clarity.
Performance without alignment is like archery in the dark.
Your team isn't missing the target.
They're shooting at a different one.
What alignment conversation are you avoiding right now?
