Equip yourself with proven strategies to address underperformance, deliver constructive feedback, and turn struggling team members into top contributors.
This training equips supervisors and leaders with a clear, practical approach to addressing employee performance issues in a way that is direct, fair, and focused on improvement—not avoidance.
Rather than framing employees as “difficult,” this session centers on performance expectations, accountability, and leadership responsibility. It challenges common (but ineffective) tendencies such as avoiding conflict, lowering standards, or tolerating underperformance, and replaces them with a structured, repeatable process for managing performance.
The session emphasises that failing to address poor performance does not only impact one employee—it affects morale, innovation, and retention across the entire team. Leaders are positioned as responsible for both setting standards and enforcing them consistently.
Ultimately, this training helps leaders move from avoidance and frustration to clarity, confidence, and decisive action.
Founder & CEO
Kyle Patrick Smith is a dynamic HR leader, sought-after speaker, and seasoned consultant with over 25 years of experience. As the founder of HRKyle, he provides expert consulting services in HR and leadership, specializing in leadership development, talent acquisition, employee engagement, and organizational success. Kyle also offers career and executive coaching, helping professionals at all levels achieve their goals. His engaging presentations deliver actionable insights tailored to each audience. With an academic background that includes an MBA in Human Resources, a Bachelor’s in Psychology, and an Associate’s in Business Management, along with additional education in Counseling, Performance Psychology, and Organizational Dynamics, Kyle brings a wealth of knowledge to his work. He is the author of “Recruiting is Easy” and “Get the Job You Love” and hosts the HRKyle Podcast, which is heard each week on most major podcast platforms.
