{"id":48168,"date":"2025-11-12T04:05:46","date_gmt":"2025-11-12T04:05:46","guid":{"rendered":"https:\/\/mondaysimon.com\/?p=48168"},"modified":"2026-01-31T09:38:44","modified_gmt":"2026-01-31T09:38:44","slug":"poor-performer","status":"publish","type":"post","link":"https:\/\/mondaysimon.com\/fr\/poor-performer\/","title":{"rendered":"How to Handle a Poor Performer Effectively"},"content":{"rendered":"\n<div class=\"gb-element-86b1f60c\">\n<h3 class=\"gb-text-1236499f\"><span class=\"gb-shape\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewBox=\"0 0 576 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M259.3 17.8L194 150.2 47.9 171.5c-26.2 3.8-36.7 36.1-17.7 54.6l105.7 103-25 145.5c-4.5 26.3 23.2 46 46.4 33.7L288 439.6l130.7 68.7c23.2 12.2 50.9-7.4 46.4-33.7l-25-145.5 105.7-103c19-18.5 8.5-50.8-17.7-54.6L382 150.2 316.7 17.8c-11.7-23.6-45.6-23.9-57.4 0z\"><\/path><\/svg><\/span><span class=\"gb-text\">Key takeaways <\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list monday-list\">\n<li><strong>Diagnose \u00ab\u00a0Can&rsquo;t\u00a0\u00bb vs. \u00ab\u00a0Won&rsquo;t\u00a0\u00bb Immediately:<\/strong> Stop the excuses and determine if the issue is a skill gap or a motivation problem. If they lack the knowledge (Can&rsquo;t), give them one focused training shot with a tight deadline; if they lack the drive (Won&rsquo;t), transition straight to a formal Performance Improvement Plan (PIP).<\/li>\n\n\n\n<li><strong>Use Irrefutable, Objective Metrics:<\/strong> Never tell a poor performer to \u00ab\u00a0be more proactive\u00a0\u00bb or \u00ab\u00a0improve their attitude.\u00a0\u00bb Set non-negotiable, measurable goals, like \u00ab\u00a0complete 45 calls per week with an 8\/10 rating\u00a0\u00bb, so the evidence is factual and the outcome (improvement or exit) is binary and fair.<\/li>\n\n\n\n<li><strong>Protect Your High Performers:<\/strong> Your best people will quit if they have to keep cleaning up someone else\u2019s mess. Delaying the conversation erodes your credibility and drains team morale; dealing with underperformance is an act of respect for those who actually deliver results.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ul><li><a href=\"#when-to-engage-the-formal-process\">When to Deal with a Poor Performer<\/a><\/li><li><a href=\"#why-you-should-stop-wasting-time\">Why You Should Stop Wasting Time<\/a><\/li><li><a href=\"#d\">Download PIP template<\/a><\/li><li><a href=\"#why-dealing-with-a-poor-performer-immediately-is-critical\">Why Dealing With a Poor Performer Immediately is Critical\u00a0<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<p>Managing Poor performers is part of Monday Simon <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/\" data-type=\"page\" data-id=\"48803\">Manager Development Program<\/a>:<br>\ud83d\udc49 \u00a0Module 5: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/performance-management\/\" data-type=\"page\" data-id=\"47270\">Performance management for managers<\/a><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"559\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-3-1024x559.jpeg\" alt=\"Illustration of a poor performer struggling with low productivity and declining performance at work\" class=\"wp-image-48170\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-3-1024x559.jpeg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-3-300x164.jpeg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-3-768x419.jpeg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-3-1536x838.jpeg 1536w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-3.jpeg 1600w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>A poor performer is not someone who made a mistake last week. It&rsquo;s the person whose output, attitude, or consistency creates drag on the team\u2019s overall results, requiring you or others to constantly clean up after them. They consistently fail to meet the essential, documented expectations of their role, plain and simple. Their lack of performance might make better people quit, and they sit at the far left of the <a href=\"https:\/\/mondaysimon.com\/fr\/bell-curve\/\" data-type=\"post\" data-id=\"48333\">bell curve<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"when-to-engage-the-formal-process\"><strong>When to Deal with a Poor Performer<\/strong><\/h2>\n\n\n\n<p>The biggest mistake managers make is letting this fester for months. You know you need to stop giving them excuses and start the process when you hit these points.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The rest of the team is complaining privately or publicly about having to redo the poor performer&rsquo;s work.<\/li>\n\n\n\n<li>You find yourself habitually assigning critical tasks to someone else, effectively working around the problem employee.<\/li>\n\n\n\n<li>The underperformance is directly impacting a client&rsquo;s deliverables, budget, or team deadline for the third time in a quarter.<\/li>\n<\/ul>\n\n\n\n<p>know that dealing with a poor performer can be stressful: we all want high performers on our team. But don\u2019t postpone the discussion. Here is my custom <a href=\"https:\/\/chatgpt.com\/g\/g-685d3d7a6b7c819190fd99bd3b8c7ac4-simon-hr-guide-feedback-situation-manager\" target=\"_blank\" rel=\"noopener\">ChatGPT for difficult situations<\/a> as an additional supporting tool.<\/p>\n\n\n\n<p><strong>Note: <\/strong>You can truly acknowledge poor performance if you have a <a href=\"https:\/\/mondaysimon.com\/fr\/performance-management\/\" data-type=\"post\" data-id=\"48247\">performance management<\/a> process in place. This means they have not delivered their <a href=\"https:\/\/mondaysimon.com\/fr\/kpis-and-okrs\/\" data-type=\"post\" data-id=\"48183\">KPIs and OKRs<\/a>, and you have factual evidence to label their performance as \u00ab\u00a0below average\u00a0\u00bb.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"why-you-should-stop-wasting-time\"><strong>Why You Should Stop Wasting Time<\/strong><\/h2>\n\n\n\n<p>The first action is to conduct a Diagnosis Session, not a scolding session. You need to quickly determine if the issue is Can&rsquo;t Do (a skill\/training problem) or Won&rsquo;t Do (a motivation\/attitude problem). Ask pointed, non-judgmental questions: \u00ab\u00a0What specifically is getting in the way of you completing X by the deadline?\u00a0\u00bb If they cite a lack of knowledge or a flawed system, you have a Can&rsquo;t Do. If they cite reasons that sound like excuses, defensiveness, or blame-shifting, it&rsquo;s usually Won&rsquo;t Do. This distinction dictates your next move.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2-683x1024.jpeg\" alt=\"Infographic explaining how managers can diagnose a poor performer by distinguishing between skill issues (\u201cCan\u2019t\u201d) and attitude issues (\u201cWon\u2019t\u201d)\" class=\"wp-image-48169\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2-683x1024.jpeg 683w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2-200x300.jpeg 200w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2-768x1152.jpeg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2.jpeg 1024w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/figure>\n\n\n\n<p>If it&rsquo;s Can&rsquo;t Do, give them one focused <a href=\"https:\/\/mondaysimon.com\/fr\/70-20-10-learning-model\/\" data-type=\"post\" data-id=\"48187\">training<\/a> opportunity (a specific course, a mentor, or a simple guide), and a short, non-negotiable deadline to apply it. If it\u2019s Won&rsquo;t Do, you immediately transition to a <a href=\"https:\/\/mondaysimon.com\/fr\/performance-improvement-plan\/\" data-type=\"post\" data-id=\"48173\">Performance Improvement Plan (PIP)<\/a>.<\/p>\n\n\n\n<p>The PIP is a documentation tool with a high bar. Your second action is to make the PIP metrics irrefutable and objective. Don&rsquo;t write, \u00ab\u00a0Be more proactive.\u00a0\u00bb Write, \u00ab\u00a0Must complete 45 sales calls per week, and average client rating must be 8\/10 or higher for 90 days.\u00a0\u00bb The poor performer must either hit those measurable goals or exit the role. No exceptions.<\/p>\n\n\n\n<p><span style=\"text-decoration: underline;\">Here is an example of PIP (performance plan)<\/span>:<\/p>\n\n\n\n<img loading=\"lazy\" decoding=\"async\" width=\"1470\" height=\"827\" class=\"gb-media-3d7180ef\" alt=\"Employee improvement plan (PIP) template for managing a poor performer with clear goals, targets, and deadlines\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Copy-of-Untitled-1280-x-1080-px-1680-x-945-px-1-1.jpg\" title=\"Copy of Untitled (1280 x 1080 px) (1680 x 945 px) (1) (1)\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Copy-of-Untitled-1280-x-1080-px-1680-x-945-px-1-1.jpg 1470w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Copy-of-Untitled-1280-x-1080-px-1680-x-945-px-1-1-300x169.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Copy-of-Untitled-1280-x-1080-px-1680-x-945-px-1-1-1024x576.jpg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Copy-of-Untitled-1280-x-1080-px-1680-x-945-px-1-1-768x432.jpg 768w\" sizes=\"auto, (max-width: 1470px) 100vw, 1470px\" \/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"d\">Download PIP template<\/h2>\n\n\n\n<p>Download my PIP template for underperforming employees and fine-tune it to match your organization\u2019s guidelines.<\/p>\n\n\n<style id=\"wpforms-css-vars-48982-block-fc532c2c-8f2d-4377-bff7-81b347bc64a4\">\n\t\t\t\t#wpforms-48982.wpforms-block-fc532c2c-8f2d-4377-bff7-81b347bc64a4 {\n\t\t\t\t--wpforms-field-size-input-height: 43px;\n--wpforms-field-size-input-spacing: 15px;\n--wpforms-field-size-font-size: 16px;\n--wpforms-field-size-line-height: 19px;\n--wpforms-field-size-padding-h: 14px;\n--wpforms-field-size-checkbox-size: 16px;\n--wpforms-field-size-sublabel-spacing: 5px;\n--wpforms-field-size-icon-size: 1;\n--wpforms-label-size-font-size: 16px;\n--wpforms-label-size-line-height: 19px;\n--wpforms-label-size-sublabel-font-size: 14px;\n--wpforms-label-size-sublabel-line-height: 17px;\n--wpforms-button-size-font-size: 17px;\n--wpforms-button-size-height: 41px;\n--wpforms-button-size-padding-h: 15px;\n--wpforms-button-size-margin-top: 10px;\n\t\t\t}\n\t\t\t<\/style><div class=\"wpforms-container wpforms-container-full wpforms-block wpforms-block-fc532c2c-8f2d-4377-bff7-81b347bc64a4 wpforms-render-modern\" id=\"wpforms-48982\"><form id=\"wpforms-form-48982\" class=\"wpforms-validate wpforms-form wpforms-ajax-form\" data-formid=\"48982\" method=\"post\" enctype=\"multipart\/form-data\" action=\"\/fr\/wp-json\/wp\/v2\/posts\/48168\" data-token=\"7251fc76471643c22ac197633495f886\" data-token-time=\"1776404798\"><noscript class=\"wpforms-error-noscript\">Veuillez activer JavaScript dans votre navigateur pour remplir ce formulaire.<\/noscript><div id=\"wpforms-error-noscript\" style=\"display: none;\">Veuillez activer JavaScript dans votre navigateur pour remplir ce formulaire.<\/div><div class=\"wpforms-field-container\">\t\t<div id=\"wpforms-48982-field_4-container\"\n\t\t\tclass=\"wpforms-field wpforms-field-text\"\n\t\t\tdata-field-type=\"text\"\n\t\t\tdata-field-id=\"4\"\n\t\t\t>\n\t\t\t<label class=\"wpforms-field-label\" for=\"wpforms-48982-field_4\" >title Name Job<\/label>\n\t\t\t<input type=\"text\" id=\"wpforms-48982-field_4\" class=\"wpforms-field-medium\" name=\"wpforms[fields][4]\" >\n\t\t<\/div>\n\t\t<div id=\"wpforms-48982-field_1-container\" class=\"wpforms-field wpforms-field-name\" data-field-id=\"1\"><fieldset><legend class=\"wpforms-field-label\">Name <span class=\"wpforms-required-label\" aria-hidden=\"true\">*<\/span><\/legend><div class=\"wpforms-field-row wpforms-field-medium\"><div class=\"wpforms-field-row-block wpforms-first wpforms-one-half\"><input type=\"text\" id=\"wpforms-48982-field_1\" class=\"wpforms-field-name-first wpforms-field-required\" name=\"wpforms[fields][1][first]\" aria-errormessage=\"wpforms-48982-field_1-error\" required><label for=\"wpforms-48982-field_1\" class=\"wpforms-field-sublabel after\">Pr\u00e9nom<\/label><\/div><div class=\"wpforms-field-row-block wpforms-one-half\"><input type=\"text\" id=\"wpforms-48982-field_1-last\" class=\"wpforms-field-name-last wpforms-field-required\" name=\"wpforms[fields][1][last]\" aria-errormessage=\"wpforms-48982-field_1-last-error\" required><label for=\"wpforms-48982-field_1-last\" class=\"wpforms-field-sublabel after\">Nom<\/label><\/div><\/div><\/fieldset><\/div><div id=\"wpforms-48982-field_3-container\" class=\"wpforms-field wpforms-field-text\" data-field-id=\"3\"><label class=\"wpforms-field-label\" for=\"wpforms-48982-field_3\">Job title <span class=\"wpforms-required-label\" aria-hidden=\"true\">*<\/span><\/label><input type=\"text\" id=\"wpforms-48982-field_3\" class=\"wpforms-field-medium wpforms-field-required\" name=\"wpforms[fields][3]\" aria-errormessage=\"wpforms-48982-field_3-error\" required><\/div><div id=\"wpforms-48982-field_2-container\" class=\"wpforms-field wpforms-field-email\" data-field-id=\"2\"><label class=\"wpforms-field-label\" for=\"wpforms-48982-field_2\">Email <span class=\"wpforms-required-label\" aria-hidden=\"true\">*<\/span><\/label><input type=\"email\" id=\"wpforms-48982-field_2\" class=\"wpforms-field-medium wpforms-field-required\" name=\"wpforms[fields][2]\" spellcheck=\"false\" aria-errormessage=\"wpforms-48982-field_2-error\" required><\/div><script>\n\t\t\t\t( function() {\n\t\t\t\t\tconst style = document.createElement( 'style' );\n\t\t\t\t\tstyle.appendChild( document.createTextNode( '#wpforms-48982-field_4-container { position: absolute !important; overflow: hidden !important; display: inline !important; height: 1px !important; width: 1px !important; z-index: -1000 !important; padding: 0 !important; } #wpforms-48982-field_4-container input { visibility: hidden; } #wpforms-conversational-form-page #wpforms-48982-field_4-container label { counter-increment: none; }' ) );\n\t\t\t\t\tdocument.head.appendChild( style );\n\t\t\t\t\tdocument.currentScript?.remove();\n\t\t\t\t} )();\n\t\t\t<\/script><\/div><!-- .wpforms-field-container --><div class=\"wpforms-submit-container\" ><input type=\"hidden\" name=\"wpforms[id]\" value=\"48982\"><input type=\"hidden\" name=\"page_title\" value=\"\"><input type=\"hidden\" name=\"page_url\" value=\"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48168\"><input type=\"hidden\" name=\"url_referer\" value=\"\"><button type=\"submit\" name=\"wpforms[submit]\" id=\"wpforms-submit-48982\" class=\"wpforms-submit\" data-alt-text=\"Sending...\" data-submit-text=\"Submit\" aria-live=\"assertive\" value=\"wpforms-submit\">Submit<\/button><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/mondaysimon.com\/wp-content\/plugins\/wpforms-lite\/assets\/images\/submit-spin.svg\" class=\"wpforms-submit-spinner\" style=\"display: none;\" width=\"26\" height=\"26\" alt=\"Chargement en cours\"><\/div><\/form><\/div>  <!-- .wpforms-container -->\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"why-dealing-with-a-poor-performer-immediately-is-critical\"><strong>Why Dealing With a Poor Performer Immediately is Critical&nbsp;<\/strong><\/h2>\n\n\n\n<p>Putting off this uncomfortable conversation doesn&rsquo;t make it go away; it makes the problem worse for everyone else.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Team Morale: The biggest hit to high performers is seeing a poor performer get away with dragging down the average. Resolving the situation shows you value effort and accountability.<\/li>\n\n\n\n<li>Cost of Inaction: Every hour you or your valuable team members spend fixing someone else&rsquo;s errors is an hour of lost productivity on a high-value project. This has a direct cost to your business results.<\/li>\n\n\n\n<li>Manager Credibility: Delaying action erodes trust in your leadership. Your team needs to see that you manage performance consistently and fairly across the board.<\/li>\n<\/ul>\n\n\n\n<p>The best way to give performance feedback to a poor performer is by using the <a href=\"https:\/\/mondaysimon.com\/fr\/fiac-feedback\/\" data-type=\"post\" data-id=\"48199\">FIAC feedback<\/a> model. Use this feedback structure to ensure your employee is aligned with the issue at stake and the resolution path that comes with it.<\/p>\n\n\n\n<p>Your third action today is to document the last three specific failures of your current poor performer and schedule the Diagnosis Session. You need to move fast. If you need robust templates for setting those non-negotiable, objective PIP metrics, you can find them on the <a href=\"https:\/\/mondaysimon.com\/manager-tools\/\">Manager tools<\/a> page.<\/p>\n\n\n\n<a class=\"gb-element-f9cd74ce\" href=\"https:\/\/mondaysimon.com\/manager-development\/resources\/performance-management\/\">\n<h6 class=\"gb-text-8a6aa7b2\"><span class=\"gb-shape\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" fill=\"none\" viewBox=\"0 0 15 15\" height=\"15\" width=\"15\"><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><\/svg><\/span><span class=\"gb-text\"><strong>MORE MANAGER DEVELOPMENT RESOURCES<\/strong><\/span><\/h6>\n\n\n\n<p class=\"has-accent-3-color has-text-color has-link-color wp-elements-108b34a8fcedaa96cddb32f76b5eef54\" style=\"font-size:18px\">This article is part of our performance management resources.<\/p>\n<\/a>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"gbp-section gb-element-6f94d2a3\">\n<div class=\"gbp-section__inner gb-element-411aba00\">\n<div class=\"gb-element-c49e672e\">\n<h2 class=\"gb-text\">Stay sharp for Monday<\/h2>\n\n\n\n<p class=\"gb-text gbp-section__text--lg\">Practical resources to help managers lead smarter, faster, and with confidence.<\/p>\n<\/div>\n\n\n\n<div><div class=\"gb-looper-f0393b22\">\n<div class=\"gb-loop-item post-48199 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"768\" alt=\"Manager giving structured FIAC feedback to an employee during a performance discussion\" data-media-id=\"48215\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_34_01-PM-768x768.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_34_01-PM-768x768.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_34_01-PM-300x300.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_34_01-PM-150x150.jpg 150w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_34_01-PM.jpg 1024w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How the FIAC Feedback Model Fixes Employee Performance<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/fr\/fiac-feedback\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48173 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Manager guiding an employee through a Performance Improvement Plan (PIP) with coaching and clarity\" data-media-id=\"48209\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_37_48-AM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_37_48-AM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_37_48-AM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_37_48-AM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">Performance Improvement Plan (PIP): Fix or Exit with Clarity<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/fr\/performance-improvement-plan\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48112 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"472\" alt=\"Screenshot of the ChatGPT for Feedback Conversations tool by Monday Simon showing scenarios that help managers handle difficult employee reactions during feedback discussions.\" data-media-id=\"48114\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/c0c60627-8e97-46cc-8272-4a5a0a8750c0_2586x1588-1-768x472.webp\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/c0c60627-8e97-46cc-8272-4a5a0a8750c0_2586x1588-1-768x472.webp 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/c0c60627-8e97-46cc-8272-4a5a0a8750c0_2586x1588-1-300x184.webp 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/c0c60627-8e97-46cc-8272-4a5a0a8750c0_2586x1588-1-1024x629.webp 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/c0c60627-8e97-46cc-8272-4a5a0a8750c0_2586x1588-1.webp 1456w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">Manager tools: ChatGPT for feedback conversations<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/fr\/manager-tools-chatgpt-for-feedback-conversations\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Key takeaways Managing Poor performers is part of Monday Simon Manager Development Program:\ud83d\udc49 \u00a0Module 5: Performance management for managers A poor performer is not someone who made a mistake last week. It&rsquo;s the person whose output, attitude, or consistency creates drag on the team\u2019s overall results, requiring you or others to constantly clean up after &#8230; <a title=\"How to Handle a Poor Performer Effectively\" class=\"read-more\" href=\"https:\/\/mondaysimon.com\/fr\/poor-performer\/\" aria-label=\"En savoir plus sur How to Handle a Poor Performer Effectively\">Lire plus<\/a><\/p>\n","protected":false},"author":1,"featured_media":48212,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[22],"tags":[],"class_list":["post-48168","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-manager-resources"],"_links":{"self":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48168","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/comments?post=48168"}],"version-history":[{"count":28,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48168\/revisions"}],"predecessor-version":[{"id":50605,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48168\/revisions\/50605"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/media\/48212"}],"wp:attachment":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/media?parent=48168"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/categories?post=48168"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/tags?post=48168"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}