All teams go through performance slumps — but when low energy becomes the norm, it’s time to intervene. Left unchecked, underperformance often spreads quietly: lowered expectations, reduced ownership, and eventually, a culture of mediocrity.
Coaching underperforming teams isn’t about blame. It’s about leadership — identifying what’s really going on, re-establishing purpose, and supporting your team to rise again.
Here’s a practical guide to recognising the signs and coaching your team back to strength.
1. Don’t Normalise Mediocrity
When expectations slip, and no one calls it out, the result isn’t just lower performance — it’s a shift in culture. Over time, the standard becomes “good enough.” And when everyone’s average, your high performers either burn out trying to carry the load — or quietly leave.
Warning sign: You look around and realise you’re managing a team of “B” players — capable, but not fully engaged or stretching.
This isn’t about hiring mistakes. Often, it’s the environment that’s caused disengagement. But if you let it continue, you’re sending a clear message: we accept this.
2. Step Up as a Leader
The energy of your team mirrors your own. If your team is stuck, the first place to look is inward.
Ask:
- Am I showing up with clarity and focus?
- Have I challenged this dip in performance?
- Have I reconnected the team to a shared goal?
- Have I offered support or just applied pressure?
Leadership is about owning the energy in the room — not fixing everyone, but showing people how to reset.1
3. Have the Courage to Say It
It’s tempting to ignore underperformance in the hope it passes. But silence is never neutral. When leaders say nothing, teams assume the behaviour is acceptable.
Speak up — early and clearly. Do it with empathy, not frustration.
Try:
“I’ve noticed we’re not where we want to be right now — and I know we’re capable of more. Let’s work together to understand what’s getting in the way.”
4. Reconnect with Vision and Purpose
Teams lose momentum when they forget why they’re doing the work. If conversations are all about targets and timelines, the deeper “why” gets lost.
Bring back purpose:
- Who are we here to serve?
- Why does our work matter?
- What difference are we trying to make?
When purpose is clear, energy returns — and people start to care again.
5. Co-create Team Values and Behaviours
Performance isn’t just about results — it’s also about how we show up. If your team has never talked about values, you’ll likely get inconsistency in behaviour.
Facilitate a conversation around:
- What do we want to be known for?
- How do we treat each other on a good day — and on a tough day?
- What behaviours help us succeed?
Write them down. Refer to them. And more importantly — model them.
6. Reset Accountability and Expectations
Once the team reconnects with purpose and values, revisit the structure:
- Are goals and roles clear?
- Does everyone know what’s expected — and by when?
- Are people being held accountable for results?
Accountability isn’t about policing. It’s about follow-through. When people know that performance matters — and support is there — they’re more likely to re-engage.2
7. Coach the Individual, Not Just the Team
Group resets help. But progress often begins in 1:1 conversations. Someone may be frustrated, burnt out, or unclear about expectations.
Ask:
- “What’s working for you right now?”
- “What would help you feel more confident?”
- “Where are you feeling stuck?”
Coaching isn’t about fixing. It’s about creating space for people to take ownership.
8. Focus on Small Wins to Rebuild Momentum
Teams in a slump don’t need pressure — they need a path forward. Instead of demanding perfection, celebrate progress.
- What did we do better this week?
- Who stepped up in a new way?
- What small win did we overlook?
Progress builds belief. And belief rebuilds performance.
FAQs: Managing and Coaching Underperforming Teams
Conclusion
Underperformance is a signal — not a sentence. With the right leadership, conversations, and coaching, teams can and do recover.
It starts with you. Show up, say it out loud, and reset the foundation. Reconnect the team to purpose, co-create the environment you want, and give people space to step back in.