How should a supervisor handle performance reviews for underperforming subordinates who show potential?

• A. Skip honest feedback to maintain morale.
• B. Focus only on shortcomings without a plan.
• C. Move the subordinate to a different unit without review.
• D. Be honest about gaps, set a structured improvement plan, provide resources, and monitor progress.

Answer: (D)

When someone is underperforming but shows potential, the supervisor should give clear, concrete feedback about what gaps exist and how they impact performance, then attach a structured improvement plan with specific, achievable goals, a realistic timeline, and criteria to measure progress. Pair that with the right resources—training, coaching, mentoring, and time allocated to practice new skills—so the employee has a real path to improvement. Regular check-ins to monitor progress, adjust the plan as needed, and acknowledge gains keep the process grounded and fair. This approach balances accountability with support, helping the employee grow into the role while maintaining team performance. Skipping honest feedback, focusing only on shortcomings without a plan, or moving the person to another unit without review undermine development and accountability.