Diagnosing Employee Performance Issues Worksheet

Last updated June 3, 2026

Last Updated

June 3, 2026

A screenshot of the binders 6 boxes tool

Diagnosing Employee Performance Issues Worksheet

Last updated June 3, 2026

Table of Contents

Move past blame and quick fixes by examining all six factors that influence performance. Then, create a targeted improvement plan.

Overview

Your progress
Step 1 of 4




1
Identify the Performance Gap
Compare expected performance to actual performance to name the gap clearly.


Expected Performance Current Performance The Gap
Key Reminders
  • Performance is task-specific — people excel at some tasks and struggle with others.
  • Most issues involve several contributing factors at once. Your job is to unbundle them.
  • Don’t start fixing with the remedy you wish to use. Choose interventions that fit the diagnosis.
  • This process works best as a dialogue with your direct report — get curious together.

2
Look for Possible Causes
Check any conditions that may be contributing to the gap. Then rate how likely each box is a root cause.

Organizational factors (Boxes 1–3)

Individual factors (Boxes 4–6)

Organizational
1. Information & Feedback




Likely a contributor?


Organizational
2. Tools & Resources




Likely a contributor?


Organizational
3. Incentives




Likely a contributor?


Individual
4. Knowledge & Skills




Likely a contributor?


Individual
5. Capacity




Likely a contributor?


Individual
6. Motives




Likely a contributor?



3
Gather Information & Pinpoint Root Cause
Use these questions to eliminate possible causes and zero in on what’s actually driving the gap.

Starter questions to clarify the gap








💡 Tip: Use Sophia

If you’re unsure which questions to ask your employee, consider bringing this to Sophia. Share what you’re observing and ask her to help you think through the right questions for your specific situation.


4
Identify Targeted Remedies
Choose interventions that fit your diagnosis. Remember: training won’t fix an incentive problem.

💡 Use Sophia to think through remedies

Tell Sophia what you’ve learned: the specific behaviors you observed, the root causes you identified, and the boxes that were most relevant. Ask her for suggestions on targeted next steps.

Remedy / Action Owner Notes





Adapted from The Six Boxes® — Carl Binder, Ph.D., based on Thomas F. Gilbert’s Behavior Engineering Model.


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