How should leaders respond to a subordinate's performance issue?

Leaders should address a subordinate's performance issue by explaining its effect on the organization because this approach fosters understanding, accountability, and improvement. When leaders take the time to communicate how a subordinate's performance impacts the team's overall effectiveness and the organization's goals, they provide context that helps the individual comprehend the broader implications of their actions. This creates an opportunity for constructive dialogue, allowing the subordinate to reflect on their performance and take ownership of their development.

By focusing on the organizational effects, the leader encourages a culture of accountability and responsibility. This method also helps to align the subordinate with the organization's mission and values, reinforcing the importance of their contributions. It promotes a supportive environment where issues can be addressed openly, leading to improved performance and morale.

In contrast, ignoring the issue would allow performance problems to persist and possibly worsen. Referring the subordinate to a higher authority can undermine trust and may not effectively resolve the issue at hand. Critiquing their character could lead to a negative work environment and hinder the employee's willingness to improve, ultimately harming the relationship between the leader and the subordinate.