Many of us have heard the saying, “Leadership happens in a fishbowl.” Think about that for a second—because it’s not just your direct reports who see what you do. Your team, their peers, and even folks outside your immediate circle are all silently watching you. They notice who you recognize, who you support, who you correct, and—just as importantly—who you don’t.
This spotlight can feel uncomfortable, but it’s also a reminder: as a leader, you don’t have the luxury of ignoring a poor performer. When a team member is missing deadlines, producing shoddy work, or consistently bringing negative energy to the group, there’s a cost to doing nothing. And it’s not just about one person’s shortfalls; the problem is that your entire team is taking notes.
Imagine your best performers. They’re the ones who bring their A-game every day. They care about the work, pour their energy into the mission, and trust that you’ll maintain standards. But when they see their struggling colleague slip under the radar time after time, they start to wonder: “If my boss doesn’t address that person’s performance, why am I working so hard?” Before long, you risk a slow erosion of morale—and productivity along with it. The message you send by doing nothing? That standards don’t really matter.
Your silence validates poor performance and nobody wants that!
Not you, not your high-performers, and ultimately not even the struggling employee who might benefit from honest, constructive feedback. A lack of action can lead to resentment, as those putting in maximum effort feel their work is undervalued. Meanwhile, customers, clients, and other stakeholders may notice when quality slips—and that’s an expensive consequence any leader would rather avoid.
So what can you do? Take action early. Have that sometimes uncomfortable, yet critical, conversation. Set clear expectations, offer support, and coaching. You don’t have to be harsh, but you do have to be honest. More often than not, employees appreciate clarity over vague hints or silent frustration. If improvement isn’t happening despite genuine efforts, sometimes the best move is to part ways.
It’s not about being a tyrant; it’s about safeguarding the health of the entire team and the integrity of the organization.
Remember: as a leader, everyone is watching. By taking action when it matters, you reinforce your team’s faith in you. You prove that their hard work isn’t going unnoticed. You show that everyone is held to a standard, and that you’re willing to step up when someone isn’t meeting it. Those watching will see that you care enough to maintain the bar—and that’s the kind of leadership worth following.
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