14 questions to ask an underperforming employee during a one-on-one meeting

The article argues that managing underperformance starts by asking the right questions in a one-on-one meeting. It says leaders should look both inward and outward instead of relying on assumptions, so they can understand what is blocking better work and create space for change.

Reading notes

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• The first step is to question whether expectations, quality standards, time, resources, context, and management style are setting the employee up to succeed.
• The second step is to ask how the employee feels about their performance, what work energizes or frustrates them, where they feel stuck, and whether they are playing to their strengths.
• The article says the goal is not to accuse either side, but to reach better understanding and support actual improvement.