Collaborate with the employee to improve their work within an agreed schedule. Set SMART (Specific, Measurable, Achievable, Relevant, Time-framed) performance goals for improvement. Arrange a follow-up process. Great managers always follow up with employees after a discussion on performance. Once these performance goals have been agreed upon, ensure to regularly monitor progress. If someone has been asked to complete a task by a certain date, make sure that he or she has accomplished it.

Most people will appreciate this structure at work and respect your due diligence. As a rule of thumb, when your employee improves, be kind to let them know what has changed. Showing an interest in the work of your employees can significantly boost a company’s culture and morale. It is important as a leader that you learn to deal with an underperforming employee in effective ways that are beneficial to you and the person.

At one stage or another, just about every manager has the unenviable task of letting someone go. This is never ideal and should always be treated as a last resort.