Every team member has strengths, but there’s always room to grow—and it’s a manager’s job to help that happen in a supportive, fair, and encouraging way. Identifying areas for improvement isn’t about criticism or pointing fingers. It’s about understanding where someone could be doing better and guiding them to get there.

Start by watching the work, not just the person. Look at what’s being delivered: is it on time, to the standard expected, and done with care? If someone is missing deadlines, making repeated mistakes, or producing work that lacks quality, these are clear signs something needs attention. For example, if Emma’s reports often have errors or are submitted late, rather than assuming she’s careless, it’s worth asking whether she’s struggling with workload, unclear instructions, or needs extra training.

It’s also important to notice patterns, not just one-off slip-ups. Everyone has an off day now and then. But if the same issues keep cropping up, it’s time to talk. Approach it kindly and privately. Try saying, “I’ve noticed a few things in the last couple of weeks and wondered if you’ve experienced any challenges with this task?” This keeps the conversation open and supportive, not judgemental.

Listen carefully to what your team member says. Often, there’s a reason behind the performance gap. Perhaps they weren’t confident with a new system or didn’t fully understand what was expected. Once you understand the root of the issue, you can support them in fixing it. For instance, if Ahmed’s presentations lack structure, you might offer to review one with him or pair him with someone who’s strong in that area.

Be clear about the standards you expect, but keep goals realistic and positive. Rather than saying, “This isn’t good enough,” you could say, “Let’s work together to bring this up to standard—I know you’re capable of it.” Encouragement goes a long way.

Feedback should be regular, not something saved up for a big review. That way, improvements can happen bit by bit, and no one feels overwhelmed. Don’t forget to spot the small wins, too. If progress is being made, even slowly, say so. That kind of recognition helps build confidence and momentum.

Helping people improve takes time and patience, but the rewards are big. Your team feels supported, standards rise, and the workplace becomes a more productive and positive place.

In short: watch the work, not just the worker, look for patterns not one-offs, be kind and clear, and offer support as well as feedback. Improvement isn’t about being perfect—it’s about growing with help from a manager who believes you can.

This post will assist completion of the following unit criteria:

301/ML11 2.3 Identify areas for improvement in team members performance outputs and standards