Good Systems · public information library

What can I do at work to help someone when their performance has changed a lot?

People come here to understand why something in everyday life feels harder, different or more costly than it should — and what might make it work better.

Short answer

Changed performance should trigger a work review before a capability narrative.

What this can look like

A change in output can follow a new system, more rework, unclear priorities or lack of recovery.

Why it can happen

Compare task complexity, workload, systems, interruptions, role changes and support. This gives you a fairer basis for action and may reveal a fix that helps more than one person.

What might help

Review task conditions and expectations before building a story about the employee.

What the research helps explain

WHO describes burn-out as an occupational phenomenon linked to chronic workplace stress that has not been successfully managed. Australian guidance recognises that workload, control, support and work design affect wellbeing and performance; they are organisational responsibilities as well as individual experiences.

What can vary

Fatigue, cognitive changes and reduced capacity can have many causes. Do not diagnose burnout, depression or illness from work behaviour, or ask employees to disclose private health information to access fair work design.

For this situation

For you, document observable work factors and agreed support, not assumptions about cause.

More info and original sources

Poko summarises the relevance of public original sources and links out for anyone who wants to read more.