Reviving Performance through Clarity & Communication

Industry: Construction Engagement
Focus: Team performance assessment, retention strategy, and leadership alignment

Overview

A construction company approached TFG after nine months of underwhelming performance from a newly hired Accounting Manager. Leadership was considering termination but wasn’t confident that the issue stemmed from the individual’s ability. They engaged TFG to assess the root cause and determine whether a change in personnel was necessary — or if performance could be turned around through targeted intervention

Business Challenges

• Lack of clarity around job expectations and deliverables.
• Breakdown in communication between the Controller and Accounting Manager.
• No structured onboarding, training, or feedback processes in place.

Objectives

Diagnose the root cause of underperformance:

Evaluate whether the Accounting Manager’s challenges stemmed from capability, communication gaps, or systemic onboarding issues.

Avoid unnecessary turnover:

Determine if the performance issues could be corrected to avoid the costs and disruption associated with rehiring.

Establish role clarity and accountability:

Create clear expectations, communication channels, and task ownership to support long-term success in the role.

Solutions Implemented

Leadership Gap Analysis: Identified that the Controller had not communicated deadlines, offered feedback, or supported the new hire with onboarding or structure.

Kolbe Awareness & Communication Coaching: Highlighted gaps in how the Controller engaged with the Accounting Manager based on working styles and strengths.

Candid Performance Dialogue: Held a direct conversation with the Accounting Manager to outline concerns and reset expectations. Structure & Training: Created a task checklist, clarified responsibilities, and provided additional training to improve technical and organizational alignment.

Ongoing Support & Monitoring: Improved communication channels and maintained consistent feedback to support the employee’s continued development.

Key Outcomes

• Retained the Accounting Manager after identifying that performance issues stemmed from leadership gaps — not individual capability.
• Addressed leadership blind spots, including lack of communication, unclear expectations, and minimal onboarding structure.
• Established clear task ownership with checklists, training, and structured accountability.
• Improved individual performance through direct feedback, role clarity, and ongoing support.
• Strengthened company-wide practices around onboarding, communication, and performance management.