Signs You Are Not Performing (And Don’t Know It)
By Erika | eSquared · April 2026
Most people who are underperforming have no idea until it's too late. By the time someone tells you directly — through a formal process, with HR involved — the decision has usually already been made. What you missed were the signals that came weeks or months earlier.
Why Managers Don't Tell You Directly
Managers are rarely upfront about performance concerns. They're uncomfortable with the conversation. They're also building a documentation trail, and they know that a direct conversation could give you the opportunity to correct course — which sometimes isn't what they want. So instead, they signal. And most people miss the signals entirely.
The Subtle Signs
You're less involved in meetings: You used to be asked for input. Now you're invited but rarely asked to speak. The focus has shifted away from you.
You're not included in new projects: High-visibility or strategic projects go to other people. You're not being considered for growth opportunities.
Your feedback has changed: Where you used to get specific coaching, now you get vague comments like "keep improving" or "good effort." The feedback is polite but meaningless.
Your manager's tone has shifted: They seem distant or formal. One-on-one meetings have become shorter or less frequent. The relationship feels cooler.
You're not invited to informal gatherings: Team lunches, after-work drinks, brainstorming sessions — you're just not on the list.
Communication is more documented: Feedback that used to happen in passing now arrives via email, or your manager is suddenly very precise about following up in writing. Someone is building a paper trail. A formal process is likely already in motion.
You're asked to re-do work: Deliverables are returned for revision more often. Standards seem to have increased suddenly.
You're not consulted on decisions: Decisions that affect you are made without your input. You find out after the fact.
What Managers Say Before Taking Action
If you hear any of these phrases regularly, pay attention: "We need to see more from you." "Your work doesn't quite meet the standard we're looking for." "This doesn't align with where we're heading." "You're not hitting the mark." "I'm concerned about your performance."
What to Do If You Recognise the Signs
Don't ignore them. Don't assume everything is fine. Act.
Ask for direct feedback: In your next one-on-one, ask your manager directly: "How do you think I'm performing? Are there areas I need to improve?" Force the conversation.
Ask for specific examples: If they express concern, ask them to give you concrete examples. Vague feedback is useless.
Document their response: Take notes on what they say. This becomes useful later if you need evidence of performance discussions.
Create an improvement plan yourself: Don't wait for a formal PIP. Propose concrete steps to improve. This shows initiative and creates your own record.
Update your resume and LinkedIn: Not because you should panic, but because you should always be ready.
Start networking: Talk to people in your industry. Explore options. Don't become dependent on one employer.
The Bottom Line
If you sense something is off, something probably is. I have been on the hiring side of these conversations for more than fourteen years. Managers do not move to formal action without a lead-up. Pay attention to the signals. Address concerns early, while you still can. Waiting until you are formally told is waiting too long.
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