You Are Here.
This article is part of Finding the Words, a newsletter that delivers practical insights on the day’s issues.
Have you ever visited a foreign place—perhaps a park, a historic landmark, or even a shopping district—and found yourself turning to a “You Are Here” sign to get your bearings?
There’s something quite grounding about being in a brand-new environment, unsure which way to go, and then, with a bit of help from a backlit map, you’re gifted a sense of clarity that you are, quite literally, right here.
You are here.
It’s natural to feel lost, overwhelmed, or uncertain. Life has a way of doing that, particularly when we find ourselves in new circumstances. Reclaiming a “sense of direction,” whether in a new place, job, or position, is something we all need now and then.
While there isn’t a “you are here” map to take with you through life (okay, setting aside the high-tech one in your pocket right now), there is value in remembering where we’ve been to inform where we’re going—and in being this certain grounding for those around us, too.
In recent weeks, I’ve received several requests from leaders in this community, all outlining a similar challenge:
A team member has shown great promise…
But they’re no longer meeting expectations…
How can I help them get back on track to perform at high levels again?
I know this feeling.
I know the feeling of wanting more from a colleague—and the feeling of personally underdelivering. Even when I’ve given something my all, sometimes the results are less than I hoped. Those moments can be defeating, and they can knock us off course. If they happen too often, they’re a certain recipe for job transition.
So, I’ve come to navigate these requests differently in recent years.
I’ve come to remember that in each of these wonderful active moments of growth, it’s important to ground ourselves first in where we are and to remember how far we’ve come.
So, if you have a colleague who appears to be underperforming, there’s a good chance they feel it, too. And that feeling will only intensify under pressure.
Before you rush to a performance improvement plan, think about this:
Have you been clear enough in your ask and expectations?
Have you provided a clear enough sense of the task and assignment?
Might their roadmap for success be blurry? Could you help bring it into focus by communicating more clearly and patiently with them?
Sometimes, we have off days, and sometimes, we underperform. That’s what makes us human. If you have someone on your team who you believe in and who is performing below your expectations, think about where they are and then remind yourself where they’ve been.
There are just as many mountains behind us as there are ahead.
There’s a good chance that the employee in question is not at the same point they were a year ago—likely not even at the same point three months ago. There’s a good chance they’ve traversed a couple of mountains along the way, even if they’re feeling stuck right now in a valley.
But they are here. And it's worth taking stock in that growth.
Growth happens, and often incrementally. Being grounded in how far someone has progressed can often be the perspective needed to coach them forward to what they’re capable of achieving.
Sometimes, it’s the reminder we need for ourselves, too.
Bottom Line: Someone on your team may not be performing at the level you need or expect them to. You may not be performing at that level, either. In those moments, remember where you are and where you’ve come. And then remember this: sometimes, the best maps come in the form of people willing to believe in us, provide direction, and help light the way forward.
This post is part of the Finding The Words column, a series published every Wednesday that delivers a dose of communication insights direct to your inbox. If you like what you read, we hope you’ll subscribe to ensure you receive this each week.