The 7 Performance Traps: How to improve performance

Even your most capable team members can underperform — not due to lack of talent, but because they’ve fallen into one of the 7 performance traps. In this concise and insightful video, David Klaasen shares practical tips for identifying and resolving these hidden barriers that prevent people from delivering their best at work.

In order to avoid stress, managers need to be very mindful about the support they provide, the language they use, and the way they hold people accountable.  If people are not performing to the required standard, managers need to be aware of the reasons why people don’t do things.  They need to be able to spot what is missing and fill the gaps.  Applying unreasonable pressure without appropriate support is going to lead to a significant rise in the number of people going off with stress or simply leaving to work elsewhere.

When leaders understand these traps, they can act with clarity and compassion — improving outcomes across the board.

Who it is for

This video is essential viewing for:

• CEOs and Managing Directors who are serious about raising business performance

• HR and People Leaders aiming to support behavioural change and engagement

• Operational Managers responsible for team productivity and delivery

• Anyone committed to unlocking individual and team potential

If you’ve ever found yourself frustrated by underperformance without knowing why, this video is for you.

What you will learn

You’ll gain practical, actionable insight into:

• The 7 performance traps that block performance — and how to recognise the signs

• Why people might not perform, even when they are motivated

• The leadership mindset needed to support change without blame

By learning how to spot and address these traps, you’ll not only enhance individual capability — you’ll strengthen your organisational culture and accelerate business results.

You may also want to watch the following videos:

Are You Too Harsh or Too Soft as a Manager?

Over-Confidence and the Dunning Kruger Effect

If you prefer to read

If you prefer reading to watching a video, a summary of the transcript is here:

The 7 Performance Traps That Undermine High Performance

Welcome! This article explores seven common traps that can prevent people from performing at their best — and, more importantly, what you as a manager or leader can do to avoid them. Let’s dive in.

1. They Didn’t Know They Should

Sometimes people underperform simply because they don’t realise something is expected of them.

Have you clearly defined the outcomes they’re meant to deliver? Are there outcome-based job descriptions, clear standards, or step-by-step procedures they can follow?

Your first job is to clarify expectations so there’s no ambiguity about what “good” looks like.

2. They Didn’t Know How

For some people, not knowing how to do a task can bring them to a grinding halt. They won’t just jump in and give it a go—they want to follow the right process and avoid mistakes.

Make sure you’ve provided clear guidance and procedures. But be aware that some people need more than that. They may want to know Why:

3. They Didn’t Know Why

Some people will lose motivation if they can’t see the point of doing a task. This means they need a clear reason, so you need to answer the following questions:

• “Why bother with this task?”

• “What’s the point?”

• “How does it connect to the bigger picture?”

So don’t just explain the process—share the purpose and value behind the task as well.

4. They Can’t

Sometimes, it’s not about willingness or skill — it’s about resources.

People might not be able to perform because of one (or more) of the following:

• Not enough time

• Not enough people

• Inadequate finances

• Incorrect or missing equipment

As a leader, it’s your responsibility to remove these barriers. Ensure your team has what they need to do their jobs effectively.

5. It’s Too Painful

Pain can be physical or psychological.

If the job causes physical discomfort, they may need the right equipment, tools, or protective gear. If it’s psychological pain, it could stem from fear, anxiety, or emotional resistance.

Examples include:

• Making sales calls

• Chasing unpaid invoices

• Giving difficult feedback

In such cases, coaching or emotional support can make all the difference. Help people work through discomfort so they can engage more confidently.

6. My Way Is Best

Some team members may resist instructions because they believe their way is better. They hold a strong standard for how something should be done and may even see their standards as higher than yours.

This isn’t always a bad thing. It’s an opportunity for dialogue.

• Explore their reasoning.

• Be open-minded.

• And if appropriate, say, “You know what? That’s a great idea. Let’s do it your way.”

Alternatively, if their way isn’t suitable, clarify your expectations and explain why your approach matters.

7. No Consequences

If someone knows what to do, knows how to do it, has the resources, feels fine about doing it, and doesn’t insist on doing it their own way, yet still doesn’t follow through — then chances are, there are no consequences.

Ask yourself:

• What happens if they don’t complete the task?

• What happens if they do?

Performance is shaped by what people believe will happen as a result of their actions. So make sure expectations are backed by meaningful consequences—both positive and negative.

Final Thought: Stay Curious

If you want to be a great leader or manager, curiosity is key. When performance dips, don’t jump to conclusions.

Instead, ask yourself:

• Which of these seven traps might be in play?

• What conversations do I need to have?

• What support might this person need?

By exploring rather than judging, you create the conditions for sustained high performance.

Remember when it comes to performance . . . stay curious!

©Talent4Performance – 2025