Struggling with performance at work? How do we lose it?
It’s that time of the year again — the yearly review. Performance ratings take the spotlight. Discussions revolve around individuals not meeting role expectations. Maybe they are not demonstrating some of the technical chops required or haven’t quite mastered the soft skills. Whatever the case, they don’t seem to demonstrate the thought processes or mechanics expected for their positions.
These performance gaps always stem from unique circumstances — whether individual attributes, role requirements, team dynamics, or other factors. There’s no one-size-fits-all reason why someone might falter nor the single best way to coach them.
But over the years, I’ve spotted a trend: often there are perfectly capable people who excel in many areas yet miss the mark on certain critical things. The impact likely causes friction with coworkers and impedes organizational success. And I don’t mean ethical lapses — just mundane work stuff.
I try to help, giving frank feedback and real-world examples. I’ll connect them with colleagues to get different perspectives. I’ll point out better alternatives after problematic behaviors multiple times. But some never manage to overcome their challenges. For those folks, many times a role/team/company switch might be best. Maybe a fresh start finally spur the self-reflection lacking before.
I think one common issue for these struggling individuals is prioritizing inner monologues over actual dialogues.
We all develop strongly held opinions from years of experience, which we rely on to guide us. But when circumstances change, we sometimes fail to notice. We keep applying the same old mental frameworks, oblivious to different realities and needs. We feel certain we’re taking the right actions — so why isn’t anything improving?
When that frank feedback rolls in, our first instinct is to problem-solve as we always have. Our tools have worked wonderfully in the past — why wouldn’t they apply now? But if the same critiques keep coming, we get defensive. It makes no sense! We dissect internally all the great stuff we’re doing versus what we could improve. Yet we end up having the same conversations again and again.
That’s when fear and finger-pointing creep in. Any attempts by others to help get perceived as attacks or overreach. We complain about escalating expectations and having to jump through hoops. But we still don’t pause to reflect on why this keeps happening.
I’ve witnessed many accomplished people stall out this way. If only they could silence those inner monologues! Step back and examine the actual dialogue with fresh eyes! See all those giving feedback are trying to illuminate a disconnect between current behaviors and needs! Take a beginner’s mindset, like a new grad. Forget all the deeply ingrained wisdom and just understand what’s being asked. The decades of knowledge remain powerful tools — once you grasp the present-day situation.
If this resonates with someone on your team, know you can’t force an epiphany. But for those receiving the feedback — many people questioning your work means something isn’t clicking. Could you hit reset? Approach it as if you have everything yet to learn. That humility and openness could get you where all your experience hasn’t thus far.
Think like when you first started your professional career. See from the eyes of a fresh college graduate.
Until next time, Cheers,
Amit
Please say hi here or connect with me on LinkedIn!
