From Struggler to Superstar: How to Turn Potential into Performance

Every manager has been there—you see potential in an employee, but for some reason, they’re just not delivering. Maybe they’re missing deadlines, disengaged in meetings, or just not bringing their A-game. The old-school playbook says: “Put them on a Performance Improvement Plan (PIP) and hope for the best.” But let’s be real—PIPs often feel like the first step toward the exit door rather than a genuine effort to turn things around.

What if, instead of giving up, you leaned in? What if you focused on unlocking that hidden potential and transforming them into your next star player?

A Different Approach

Think about it—if someone on your team isn’t performing well, what’s really going on? Are they unsure about expectations? Struggling with confidence? Hesitant to ask for help? Instead of labeling them as a "low performer," start by having a real conversation. No blame, no spreadsheets—just curiosity.

“Hey, I’ve noticed some challenges lately—how’s everything going for you? Are there any obstacles you’re running into that we can tackle together?”

Or: “I want to make sure you have everything you need to be successful. Is there anything I can help clarify or support you with?”

Often, people just need to feel seen. Once you open that door, you can start to uncover what’s really holding them back.

Spot Their Strengths

It’s easy to get caught up in what someone isn’t doing well, but what if you flipped that script? Maybe their reports are sloppy, but they have incredible problem-solving skills. Or perhaps they struggle with presentations but excel in one-on-one conversations. Instead of saying, “You need to get better at X,” try, “I’ve noticed you’re great at Y—let’s find ways to leverage that more.”

When people feel valued for what they do well, they’re more motivated to improve the areas where they struggle.

Clarity Over Assumptions

Sometimes, underperformance isn’t about effort—it’s about clarity. If expectations are vague, how can someone hit the mark? Instead of assuming they “should just know,” set small, clear goals.

Instead of: “You need to be more proactive.”Try: “This week, I’d love for you to bring one new idea to our team meeting.”

Or consider this scenario: If someone struggles with prioritization, don’t just say, “You need to manage your time better.” Instead, try, “Each morning, let’s review your top three priorities together so we can make sure you’re focusing on the right things.”

Small wins create confidence, and confidence fuels performance.

Encouraging Proactive Communication

One of the most common issues managers see is employees waiting too long to respond to inquiries—thinking they need to have a complete answer before replying. This can come off as disengaged when, in reality, they’re just unsure of how to respond.

Encourage a simple mindset shift: Acknowledge first, solve second.

A quick “Got it! I’m looking into this and will update you soon” can build trust and keep momentum going.
Better yet, set expectations:

Immediate acknowledgment – Let people know you’ve seen their request.
Progress updates – Even if the task isn’t complete, provide updates on where things stand.
Final resolution – Ensure a clear and timely conclusion to the inquiry.

Building this habit fosters engagement without the stress of needing all the answers right away.

Coaching, Not Micromanagement

Let’s be real—no one thrives under a microscope. The goal isn’t to watch their every move but to provide structured support. Encourage them to think through problems rather than just waiting for instructions.

Instead of: “Here’s how you should do this.”
Try: “What’s your approach to tackling this? Let’s walk through it together.”

This helps them build problem-solving skills while feeling empowered, not policed.

Celebrate Wins, No Matter the Size

People need to hear when they’re doing something right. A quick “Hey, I see you stepping up—great job!” goes a long way in keeping motivation high.

Acknowledging progress, even if it’s small, keeps people engaged and eager to keep improving.

And If It’s Still Not Working?

Not everyone is in the right role, and that’s okay. If you’ve tried all of the above and nothing is changing, it may be time for a different conversation. But by leading with coaching instead of consequences, you give them every chance to succeed—and they just might surprise you.

Final Thought: Leaders Build Leaders

Great leaders don’t just manage performance; they develop people. When you invest in bringing out the best in someone, you don’t just get a better employee—you build a stronger team and a culture where people actually want to grow.

So before you write someone off as a “low performer,” ask yourself: What can I do to help them rise? The answer to that question might just turn your biggest struggler into your next superstar.