What should a manager do if an employee's actual performance differs from expected performance?

A manager should aim to close the gap between an employee's actual performance and the expected performance through mutual agreement because this approach fosters a collaborative environment where both the manager and the employee can discuss the discrepancies. It encourages open communication, allowing the manager to understand the challenges faced by the employee and the employee to better grasp the performance expectations. This agreement can involve setting clear goals, discussing necessary support, and identifying any barriers to performance, ultimately leading to improved outcomes and enhanced employee engagement.

The focus on mutual agreement also emphasizes the importance of teamwork and partnership in the workplace, reinforcing that performance improvement is a shared responsibility. Rather than simply dictating changes or simplifying tasks without involving the employee, engaging them in the process can lead to more sustainable improvements and a greater sense of ownership over their work.