Handling Under-Performers Without Turning Into a Monster

In any business, especially a fast-paced, patient-driven chiropractic clinic, under-performers can feel like an emotional and financial drain. In Episode 27 of the Seven Figure Chiro Podcast, Dr. Jeff Berard and Kristin break down exactly how to handle underperforming team members without becoming the villain of your own company story.

Setting the Stage: What Is an Under performer?

Not all under-performers are bad hires. Often, they’re good people who consistently miss the mark. They show up on time, follow basic procedures, but lack the drive or clarity to meet performance standards. The biggest problem? Most business owners don't establish those standards clearly enough in the first place.

1. Set Clear Expectations from Day One

Hiring the right person begins with the interview, but even great interviews can be deceiving. That’s why Jeff and Kristin recommend:

• A 90-day probationary period

• Clear metrics for each role

• Structured onboarding for 30/60/90 days

• Regular evaluation checkpoints

Let your new hires know upfront what success looks like and what happens if they don’t meet those expectations.

2. Give Them a Path to Win

Sometimes underperformance is a result of confusion, not capability. Kristin emphasizes pairing new hires with mentors and setting up training that focuses on both strengths and weaknesses. Use tools like personality assessments to identify gaps and help team members grow in the right direction.

Jeff reminds us that if someone is being paid $100,000 but generating far less in value, it’s time to rework the model. That could mean switching to performance-based pay or moving them into a different role where they can shine.

3. Evaluate the Position Fit

If you’ve set expectations and offered coaching but the person still struggles, ask: are they even in the right seat? A great team member in the wrong role will always look like a bad fit. Don’t be afraid to move people around or find creative ways to align them with their strengths.

4. Coach with Compassion, But Be Real

Kristin shares the importance of getting to know each team member personally. What drives them? What holds them back? When you understand their motivators and challenges, you can better guide them to success. That said, not every team member will be a fit long-term, and that’s okay.

Jeff emphasizes: your job is to run a successful business, not a charity. When someone continually underperforms despite coaching, structure, and clear expectations, it’s time to make a change.

5. Prevent Under-performance Before It Starts

The key to avoiding painful conversations later? Set the tone early. Be upfront about the metrics, the expectations, and the consequences. Let your new hire know that being a great person doesn’t always equal being a great employee—and that’s a conversation you should have from day one.

Bottom Line

You don’t have to choose between being a kind leader and a strong one. With clear communication, structured onboarding, and performance-based accountability, you can turn under-performers into productive team members or help them find a role that’s a better fit elsewhere.

Need help creating scalable systems and solving team challenges in your clinic? Reach out to Jeff & Kristin for consulting, coaching, or team development tools tailored to your practice.