When speaking with a subordinate about substandard performance, you should:

• A. Focus on negative behavior first
• B. Relate to the employee how their attitude and personality is affecting performance
• C. Identify the subordinate's weaknesses and find a suitable disciplinary action
• D. Set realistic expectations

Answer: (D)

Setting realistic expectations is the best way to begin a conversation about substandard performance. When you clearly outline what is expected, by when, and how success will be measured, you remove ambiguity and give the subordinate a concrete target to work toward. This approach shifts the discussion from personal faults to measurable performance, which reduces defensiveness and sets a constructive tone for coaching.

In practice, you’d describe the specific gaps, translate them into achievable objectives, establish clear timelines, and offer the needed support or resources. Agree on a plan and schedule a follow-up to check progress, adjusting as necessary.

Starting with negative behavior can provoke defensiveness; focusing on attitude or personality risks misalignment with the actual work and detracts from concrete standards. Identifying weaknesses with punitive intent is inappropriate and counterproductive for development. Setting realistic expectations couples accountability with a clear path forward, making it the most effective first step.