Boss Flagged a “Poor Performer”? Here’s How I Verify It Fast (Without Losing Trust)

"If your boss flagged a “poor performer” and you’re the new manager, here’s how to verify it fast (without losing trust). ✅ Book a complimentary consultation: https://calendly.com/jeffbellamy/comp... This is the exact process I use before I decide to coach, reset expectations, or exit someone. In this video, I break down the 3 conversations that protect your credibility while you move with urgency: Align with your boss (get specific examples + clarify standards) Meet 1:1 with the employee (direct, respectful, and focused on ownership) Talk to stakeholders/peers (rule out leadership/system issues vs true underperformance) You’ll also learn the 3 likely outcomes: It was a leadership/expectations problem It’s coachable underperformance (second chance with clear standards) It’s a values/ownership issue → move to exit quickly Subscribe to @OwnershipAccelerator:    / @ownershipaccelerator   Timestamps (STILL MUST ALIGN THESE) 0:00 The “poor performer” scenario (and the 2 traps) 2:03 Conversation #1: What to ask your boss (get specifics + align) 2:33 Conversation #2: 1:1 with the employee (build trust, ask the right questions) 3:44 How to address the concern directly (without blaming or soft-pedaling) 4:13 Conversation #3: Stakeholders/peers (validate the full context) 4:50 The 3 outcomes: leadership issue vs coachable vs exit 6:13 Summary + how fast this should move (days/weeks, not months) 7:50 Book a complimentary consult (next step) #performancemanagement #newmanager #leadership #management #techleadership"