Lack of effective performance management directly impacts the bottom line, every single day. Many frontline supervisors and middle managers lack the skills to effectively address performance issues. The result is a total absence of performance management or performance management poorly done. Discover 6 tested reasons why leaders do not address performance issues. Yet the remedy is simple.

1. 6 Reasons Why
Frontline Supervisors and
Middle Managers Are Not
Addressing Performance Issues
A T R U E S T O R Y

2. Why do organisations and businesses
promote their people into leadership roles
without providing them with training on
how to lead people?

3. Isn’t this setting
their own people
up for Failure?

4. So … this can’t possibly be true.

5. RIGHT?

6. My name is Victoria Rose
Leadership is everyone’s business
I’ve delivered Leadership training to over 12,500
participants around Australia and New Zealand
80%had never attended
even one session
on how to lead their teams

7. Unbelievable!

8. Regardless of the leadership level, there are
vital elements to every leadership role.
To be effective, leaders must have the ability to:
Communicate
Coach
Give feedback
Delegate
Resolve conflict
Manage time
Deliver results

9. … and that’s all before
morning tea!
After morning tea …
it’s time to address those
performance issues

10. poorly
Addressing a performance issue
is often done
Why is this so?

11. Over the last decade, I’ve surveyed 8,850
front-line supervisors and middle managers.
Participants were asked to identify reasons
why many leaders failed to recognise, address
and coach performance issues.
As you would know, there is rarely
one right answer. But over time,
something interesting happened.

12. The top two responses for each
of these three areas emerged
• Leader prefers to avoid conflict
• Leader is overloaded
1. Failure to Recognise
Performance Issues

13. • Discomfort with the role of disciplinarian
• Hoping the problem will go away if left alone
2. Failure to Address
Performance Issues

14. • Fear of employee resentment
• Lack of confidence in their own abilities
3. Failure to Coach
Performance Issues

15. So there you have it!
(Straight from the horse’s mouth)
But why should
you care?

16. How effectively are your
leaders addressing
performance issues?

17. Have they been trained on HOW to
address performance issues?

18. of employee engagement
rests squarely on the shoulders
of their direct supervisor,
70%If it is true that
and your workplace does not
invest in training their leaders

19. bankrupt
$$$Not only are morale
This will directly impact
your bottom line

20. Don’t be one of those who set
their people up for failure
That just does not make
good business sense

21. And choose your trainer wisely
There is much at stake

22. Victoria Rose is a dynamic professional speaker,
Leadership trainer and author who has
helped thousands of leaders and their
teams throughout Australia and
New Zealand deal with the enormous variety
of problems and challenges facing them in the
workplace …
every single day.

23. Her life as a trainer started 31 years ago as a soldier in the
Australian Army Reserve. During the following 23 years, as a
Training Subject Master, Victoria trained over 7,000 soldiers
and officers in drill, weapons and theory and was promoted to
the rank of Warrant Officer.
Book Victoria to talk at your next conference
or to deliver effective, engaging and
educational training workshops.
www.TheLeadershipVoice.com
www.Training2live.com.au
www.VictoriaRoseSpeaker.com
www.VictoriaRoseAuthor.com
VictoriaRose@TheLeadershipVoice.com