Unlock Your Leadership Potential: How Supporting Struggling Employees Drives Success

The question 'Why on Earth would you support someone who is failing at work?' often arises in leadership circles. However, supporting struggling employees is not only a strategic imperative but also a defining aspect of effective leadership. The instinct is to cut losses and move on. However, how you show up when someone is floundering can define your leadership brand. It's the power of support.

Understanding the Power of Support

My colleague, Keith, a fellow coach, once said to me, "Support is a really important word for me, and I want to make sure the people that I meet with feel supported. When they feel supported, they show up better." The power of support aligns with foundational leadership principles.

Ken Blanchard and Paul Hersey's Situational Leadership model illustrates how the right mix of direction and support improves performance and changes with an employee's competence and confidence.

For instance, a high-performing individual in a new role might need coaching, while a new hire facing a crisis might require highly directive, step-by-step guidance. Skimping on support at the wrong moment, even for your best talent, can lead to a downward spiral. This "old school" wisdom continues to serve leaders well.

Why Support Matters More Than You Think 

Psychological safety research by Amy Edmondson highlights a crucial truth: "People learn when they feel safe enough to take risks." Your struggling team member is already in a vulnerable position. Withdrawing your support only compounds that risk.

Let's explore why providing support is a strategic imperative:

●      Hidden Potential: Liz Wiseman refers to struggling employees as "stretchers"  individuals who, with the right encouragement, can deliver significant returns later on.

●      Culture Signal: Every employee observes how you treat those who are struggling. If "fail fast" translates to "abandon fast," your workplace culture will become a minefield. The power you communicate is not strength or support.

●      Cost Reality: The cost of rehiring talent can be 1.5 to 2 times an employee's salary. Often, it's more cost-effective and faster to coach a "B" player to a "B+" than to hunt for an external "unicorn."

Five Practical Moves to Support Struggling Employees

Here are five actionable steps to effectively support your team members:

1. Diagnose, Don't Label:

○      Separate the performance gap from any perceived character flaw.

○      Use data, not gossip.

○      Focus on specific, observable feedback.

2. Shift Your Stance:

○      Research Situational Leadership Theory (Stances: directing, coaching, supporting, delegating).

○      Adjust your direction based on an employee's competence: less competent, more direction. And on an employee's motivation: low motivation, more support.

○      Ask yourself: Which stance aligns with this person's current capability and motivation?

○      Correlate your support with their level of competence and motivation.

3. Create a 30-Day Improvement Plan:

○      Call it a "rescue plan" or "support plan" (even if it's a formal performance improvement plan, ensure support is evident).

○      Set three concrete goals.

○      Conduct weekly check-ins to build momentum and trust.

4. Spotlight Progress Publicly:

○      Celebrate micro-wins to fend off shame and fuel the competence loop

○      Daniel Pink describes this well in his book, Drive, and I explore it in my blog, The Hidden Forces Holding Back Driven Leaders.

5. Protect the Team:

○      Supporting an individual must never compromise collective results.

○      Set transparent guardrails to ensure fairness, not favoritism, among peers.

○      Utilize scorecards, outcome-based job descriptions, Objectives & Key Results (OKRs), or other goal-setting frameworks to drive accountability.

The Leadership Investment is Worth It

While extended support can be a drain on your time and attention, avoiding this short-term discomfort often leads to long-term churn.

As Brené Brown wisely states, "Clear is kind." Candor delivered with care is the fastest route out of a slump.

When someone next asks you, "Why on Earth would you support a failing employee?" your answer is clear: "Because at this stage, I'm not just managing output; I'm multiplying future value." It's an investment that delivers significant, meaningful impact and returns. This is what true leadership looks like. Keep leading with clarity and courage.