Your employee has shown flashes of competence in the past, but they aren’t taking initiative to do more with their talents. Instead of getting frustrated, guide them to reach their potential. First, consider whether a personal issue is at play. People often fail to reach their potential because they’re totally unaware of it in the first place. If this is the case, hold up a (metaphorical) mirror, communicating your belief in your employee’s abilities and explaining what an excellent performance really looks like. If it turns out a lack of motivation is the issue, have an honest conversation to get to the bottom of it—and be prepared to provide the support they might need. Next, see if an interpersonal issue is standing in their way. If your employee is dealing with tricky team dynamics, have an honest discussion with them. By talking through the issue, you can identify opportunities to reframe or mediate the conflict—and, if necessary, move them to a new role where they’ll be more likely to succeed. Finally, it’s possible that, despite your intentions, you could be limiting your employee’s performance through micromanagement, overly loose supervision, or poorly communicated objectives. Reflect on your performance as a manager, ask your employee for feedback, and adjust your approach as necessary.
This tip is adapted from “When Your Employee Isn’t Reaching Their Full Potential,” by Tomas Chamorro-Premuzic and Dorie Clark

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