Underperformance Is Rarely a People Problem

Why clarity of vision, strategy, and plan determines how teams perform

Underperformance is one of the most common frustrations leaders talk to me about — and yet, it’s almost always misunderstood. Many assume the problem lies with individual employees: “They’re not motivated,” “They’re not committed,” or “They don’t take ownership.” But in reality, underperformance rarely originates with the people. It almost always originates with the system they are working within.

Underperformance is a system issue

When a business doesn’t have a compelling Vision, a comprehensive Strategy, and one clear Plan that everyone is aligned behind, people simply cannot perform at their best. It’s not because they don’t want to — it’s because they are operating in ambiguity.

Imagine asking someone to drive from London to Edinburgh… but you don’t give them a route, you don’t tell them where the traffic jams are, and you don’t tell them when they’re expected to arrive.

What actually causes underperformance

Businesses are no different and underperformance emerges when team members:

• Don’t understand the direction

• Aren’t included in key information

• Don’t see how their work fits into the bigger picture

• Are reacting instead of planning

• Are rewarded for individual effort rather than collective success

The danger of emotional decision-making

The most damaging symptom is emotional decision-making. When choices are made out of anxiety or frustration rather than facts and data, teams lose confidence. They stop taking initiative because the rules seem to shift depending on someone’s mood.

What changes when the system is clear

The Working Together system changes that dynamic immediately.

By creating a connected culture — where behaviours and processes support one another — you eliminate the uncertainty that leads to underperformance. Everyone knows:

• What the vision is

• What the strategy is

• What the plan is

• How their weekly actions contribute

• What success looks like

• What we review, and when

Underperformance becomes performance. Frustration becomes alignment. Confusion becomes clarity.

It always works — because people always perform better when they feel included, informed, respected and unified behind a clear direction.