IS IT THE EMPLOYEE…OR IS IT YOUR LEADERSHIP STYLE?
Is It the Employee… or Is It Your Leadership Style?
When an employee isn't performing, the first instinct is often to question the hire.
"Maybe they just aren't motivated."
"Perhaps they don't have the right attitude."
"We need to find someone better."
Take a step back and look objectively.
Is the employee really the problem... or are they simply not thriving under your leadership?
Here are some common workplace scenarios that can help you identify where the real issue may lie.
Scenario 1: They Never Take Initiative
Rather than making decisions, your employee constantly seeks approval even for tasks they have completed before.
It could be the employee if...
They wait to be told what to do instead of looking for solutions.
They show little curiosity or willingness to develop.
It could be your leadership if...
You regularly step in and correct every decision they make.
You have never clearly explained what "taking ownership" looks like.
Example:
Imagine a Development Manager who seeks approval before sending every consultant updates. They may appear to lack in confidence but if every decision they have made has been questioned by their manager, they have learned that seeking permission is safer.
Scenario 2: They Seem Disengaged
The employee who used to contribute ideas now sits quietly. They complete their work, but the enthusiasm has disappeared.
It could be the employee if...
They have mentally checked out despite ongoing support.
They are no longer interested in improving or contributing.
It could be your leadership if...
Feedback only happens when something goes wrong.
They don't understand how their role contributes to the bigger picture.
Example:
A Marketing Coordinator consistently delivers new campaigns on time yet never receives feedback unless it is negative. Eventually they lose motivation and rarely suggest new ideas because they assume nobody notices anyway. Disengagement doesn't always begin with laziness, it often begins with feeling invisible.
Scenario 3: They Keep Making the Same Mistakes
Deadlines are missed; reports contain errors and the same conversations keep happening.
It could be the employee if...
The same mistakes continue despite awareness of it.
They do not take accountability.
It could be your leadership if...
Expectations were never clearly explained.
Training was rushed or inconsistent.
Example:
A new Project Manager is criticised for poor stakeholder updates. During onboarding, nobody explained what “communication" looked like or how often updates were expected. Performance cannot improve when expectations were never clear.
Scenario 4: Nobody Speaks Up
Meetings are quiet and questions are rare.
It could be the employee if...
They refuse to contribute despite encouragement.
They consistently avoid collaboration.
It could be your leadership if...
You unintentionally dominate conversations.
Different opinions are quickly dismissed.
Example:
A team member spots a risk that could delay a project but says nothing because the last time they challenged an idea, they were shut down in front of the team and felt embarrassed. Silence isn't always agreement, sometimes it's self-protection!
Scenario 5: Everyone Seems Confused
People are busy yet projects keep slipping.
It could be the employee if...
They fail to communicate progress or raise issues early.
They don't take ownership of understanding expectations.
It could be your leadership if...
Priorities constantly change without clear communication.
Roles, responsibilities and success measures haven't been clearly defined.
Example:
You ask three team members for a project update and get three completely different answers about what's being delivered and when. Ask yourself: could every member of my team explain their top three priorities today?
The Bottom Line
Not every employee is the right fit. Not every manager gets it right every time.
Before assuming someone isn't good enough, ask whether you have given them the clarity, trust and support they need to succeed. If the answer is yes and the performance still isn't there, then it may be time to have the difficult conversation.
Check in with yourself first before asking, "Who do I need to replace?" try asking, "What could I do differently first?”.
If you have worked through the issues above and realised the problem may genuinely be the wrong fit, your next hire matters.
Our Employer’s Guide: Interview Smarter shares practical tips to help you make more confident hiring decisions.
