(Full Post) How to Handle Underperforming Teams Using the Golden AGE Framework
- TLTurner Group Marketing
- Dec 2, 2024
- 3 min read
How much is underperformance costing your business—not just in dollars, but in time, stress, and missed opportunities?
Your staff members start missing deadlines. Team morale dips, and projects fall behind. Frustrating, right? This doesn’t just happen overnight—underperformance builds quietly, often under the radar.
But there’s good news: Underperformance can be transformed into progress with the Golden AGE Framework. Let’s explore how.
Why Teams Fall Short—and How Leaders Can Fix It
Understanding why teams underperform is the first step in addressing the issue. Here are the main reasons:
Unclear Expectations
Many businesses fail to define what "success" looks like for roles and responsibilities. Without benchmarks, team members operate in a gray area.
Example: A leader asks, "How's your team performing?" and hears, "They're a 4/5"—often based on feelings rather than measurable criteria.
Actionable Steps:
Define success for each role with measurable outcomes.
Use scorecards or KPIs (Key Performance Indicators) to set and track expectations.
Communicate these benchmarks consistently with your team.
From Sink-or-Swim to Success
Many leaders adopt a "sink or swim" mentality, leaving new hires to navigate challenges without sufficient guidance. Tailored training is the lifeline they need.
Example: A new hire with prior experience still struggles because they don’t understand your company's unique culture or processes.
Actionable Steps:
Develop a 30-, 45-, and 60-day onboarding plan tailored to your company culture.
Assign mentors to guide new team members during the first 90 days.
Collect feedback from new hires to refine your onboarding process continuously.
Turn Expectations Into Standards with the Golden AGE Framework
The Golden AGE Framework simplifies performance management into three clear tiers:
Average: Baseline performance.
Good: Above-average effort.
Excellent: Results that exceed expectations.
Example (for a podcaster):
Average: Participates in the conversation.
Good: Crafts a clear storyline.
Excellent: Engages both the guest and audience with energy and clarity.
Coaching, Not Doing: Transforming Underperformance
Leaders need to embrace the role of coach, not doer, to transform underperformance. The Golden AGE Framework helps empower teams to take ownership of their growth.
Step 1: Define the Standards
Set clear and measurable performance standards that differentiate "average," "good," and "excellent" outcomes.
Example (for a salesperson):
Average: Meets minimum sales targets.
Good: Exceeds sales targets by 10%.
Excellent: Builds strong client relationships, exceeds targets by 20%, and secures referrals.
Actionable Steps:
Clearly outline what “Average,” “Good,” and “Excellent” performance looks like for each role.
Share these standards during onboarding and regular check-ins.
Use real-world examples to make expectations relatable.
Step 2: Monthly Assessments
Ask team members to self-rate their performance before leadership weighs in. This promotes accountability and reduces defensiveness.
Actionable Steps:
Provide a self-assessment template with the defined standards. (Podcaster_Performance_Table)
Hold monthly one-on-one meetings to discuss self-ratings and align with leadership evaluations.
Collaborate on action steps to move performance from “good” to “excellent.”
Step 3: Provide Feedback and Support
Feedback should be constructive, actionable, and aligned with individual goals.
Pro Tip: Use positive reinforcement to highlight strengths alongside areas for improvement.
Actionable Steps:
Ask: Start the conversation with: “What do you think your performance level is?”
Align: Compare their self-assessment with your evaluation and the defined standards.
Collaborate: Co-create an action plan with clear steps to improve and measurable milestones.
BONUS
Lessons from Leadership
Underperformance often begins where expectations and accountability are unclear. The Golden AGE Framework ties these lessons together:
Invest in Onboarding: Tailored plans ensure clarity and alignment from the start.
Document Expectations: Detailed processes keep the team on track without micromanaging.
Address Issues Early: Honest conversations resolve problems faster and build trust.
Example: "Your performance is below standard in this area. What’s happening, and how can we improve it together?"
Empathy and Accountability in Action
Life happens—to your team and to you as a leader. The Golden AGE Framework equips leaders to handle challenges with empathy while maintaining accountability.
Support During Challenges
Adjust expectations when team members face personal struggles, but communicate long-term standards clearly.
Terminate Fairly When Necessary
When improvement isn’t possible, ensure the process is data-driven and fair.
Actionable Steps:
Document performance issues and improvement efforts.
Communicate openly and empathetically about challenges and expectations.
Use termination as a last resort, prioritizing fairness and clarity.
Take The Next Step With The Golden AGE
Underperformance isn’t a failure—it’s an opportunity for growth. The Golden AGE Framework empowers your team, improves processes, and helps your business scale.
Ready to turn your team into top performers? Book a discovery call with us, and let’s transform your team together.
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Guiding You from Average to Good to Excellent
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