Every manager has been in this difficult position. “How do I handle an underperformer?”

Unfortunately, the three typical courses of action managers take are:

1. To do nothing and hope things get better. But the last time I checked, HOPE is not a strategy.2. Number two, being seduced by the potential they see in the underperformer, hoping and waiting, “If they just focus on process and activity and be positive, they can do this!”

Then 6 months or a year passes by, and you’re still waiting for them to turn around their performance or attitude.

3. And finally giving up on that person and placing them on an HR complaint process.

4. Let me introduce you to a fourth option.

The 30 Day Turnaround Strategy or if you prefer, the Success Acceleration Program. Whatever you call it, keep in mind this is simply four weeks of ongoing, scheduled coaching and observation. Rather than struggling with the stress of having to fire someone, now, the outcome will be the person either choosing to self-select out or back into their position.

Here’s how to enroll the underperformer to gain their commitment and buy-in around this strategy so that you can demonstrate unconditional support for them, and model this for the rest of your team.

This creates the legacy and brand you want to have as a leader tomorrow – and today.