Coaching Underperforming Employees Back to High Performance
Designed for Mid-level team leads in fast-paced SaaS companies who oversee knowledge workers struggling with performance dips after rapid scaling. to spark real collaboration and high-energy learning.
A 90-minute hybrid workshop in a modern conference room with remote dial-in, designed for managers whose teams have grown quickly and now face delivery bottlenecks due to inconsistent individual performance. Audience feels frustrated by repeated cycles of 'talking at' underperformers without lasting change.
Hidden Causes Gallery Walk
Participants view a series of 'performance dip' snapshots (e.g., chat transcripts, feedback notes, productivity graphs) posted around the room or shared virtually. They jot down what surprises or patterns they notice, sparking curiosity about unseen factors affecting performance. The group then shares insights, kickstarting deeper exploration.
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Why this works
Building curiosity and pattern recognition primes the brain for learning and helps managers challenge assumptions about underperformance.
Performance Myth Busters
Facilitator presents three common myths ('Low performers are lazy,' 'More feedback always fixes performance,' 'Coaching is just telling people what to do'). Participants vote live (using colored sticky notes or polls) on whether each myth is true or false, and then explore why these beliefs persist and what research says.
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Why this works
Revealing misconceptions early helps unlearn ingrained but ineffective management habits, paving the way for evidence-based coaching.
Safe Start: Coaching Question Cards
Each participant receives a physical or digital card with a powerful coaching question (e.g., 'What do you feel is getting in the way of your success?'). They select one they’d feel comfortable asking, then share why in a quick, low-pressure round. This builds confidence for real conversations.
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Why this works
Low-pressure participation reduces anxiety and boosts self-efficacy, making it easier for managers to practice authentic coaching.
Rapid Coaching Roleplay Circuit
Teams rotate in pairs through three timed ‘coaching sprints’: diagnosing root cause, unlocking motivation, and setting next steps. Each sprint uses a real scenario from SaaS teams, with a facilitator-driven timer and energetic prompts. Groups switch roles and share feedback after each round.
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Why this works
High-energy, time-boxed practice increases engagement, skill transfer, and comfort acting under pressure—mirroring real-world urgency.
‘What Would You Do?’ Startup Dilemma
Present a real-world dilemma: ‘Your best developer’s performance has dropped since return-to-office. She confides she’s demotivated by new processes.’ Teams craft a 3-step coaching plan, then compare approaches against what actually happened in the SaaS company. Facilitator reveals real outcomes and lessons learned.
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Why this works
Hooking learning to authentic dilemmas and consequences increases transfer, relevance, and emotional engagement.
Personal Coaching Commitment Wall
Each participant writes, on a sticky note (physical or virtual board), a specific coaching action they commit to taking with an underperformer this month (e.g., ‘I’ll schedule a 1:1 to listen before offering advice’). The wall is revisited after the workshop for accountability and community support.
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Why this works
Active reflection and personal connection drive behavior change and internalize learning, especially with public commitment.
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