When performance becomes a worry

Managing another person’s performance can also be difficult. Giving honest feedback and having difficult conversations isn’t easy, especially if you’re worried about getting it wrong.

This page is for both people whose performance is being reviewed and those managing other people’s performance. It focuses on the mental health and wellbeing side of performance management. It offers practical information to help you look after yourself, but it isn’t legal, HR or employment advice.

Insights from LawCare’s helpline

We often hear from people at all stages of their careers who are worried about their performance or the way their performance is being managed. Some common themes include:

• excessive workloads
• unrealistic targets
• poor supervision and support
• feeling that their “face doesn’t fit” the firm’s culture (particularly where neurodiversity is a factor)
• being put on a performance improvement plan unexpectedly
• clinical depression affecting motivation and concentration
• workplace bullying, and
• failing the SQE

Two stories from callers

Tom had a series of shocks in his personal life, including the serious illness of a close family member. His performance at work deteriorated and at each appraisal he found himself mentioning yet another crisis at home as the reason for his inability to work to his potential. His firm had been patient for a long time, but were now managing his performance, and he felt that he was unlikely to be kept on, and would not find it easy to get another position.

Zara has a disability and accepted a new role on the understanding that reasonable adjustments would be put in place, including time off for medical appointments and the option to work from home. When requests for these adjustments were refused, she raised her concerns with HR.

Since then, the limited work she has been given has often been outside her experience and level of expertise, unusually complex, or assigned with very tight deadlines and demanding clients. As a result, Zara feels that she is being set up to fail and is concerned that any perceived shortcomings in her performance could be used as a reason to dismiss her.

Why performance issues can affect mental health

Work is about more than getting the job done. It can be closely tied to your identity and sense of self-worth. In the legal sector, where people often set very high standards for themselves, it’s easy to take feedback personally.

Performance concerns can arise for many reasons. Workload pressures, lack of supervision, unclear expectations, health issues, personal circumstances, workplace culture, and organisational change can all affect how someone performs at work. Taking time to understand what’s behind the problem is often the first step.

Concerns or feedback about your performance can lead to stress, anxiety, burnout or feelings of imposter syndrome. It can be tempting to avoid difficult conversations, but that often makes things feel harder and allows worries to grow. Talking openly and addressing issues early can stop them building up.

Common feelings and reactions

When you’re worried about your performance, it can be hard to think about anything else. You might experience:

• Anxiety about the future
• A loss of confidence
• Imposter feelings
• Constant worry or overthinking
• Difficulty sleeping
• Feeling overwhelmed
• Fear of being judged
• Fear of losing your job
• Fear of making mistakes

Looking after yourself

It’s easy to start imagining the worst. You might keep going over conversations in your head or feel like you have to deal with everything on your own. Looking after yourself won’t change the situation but it can help you cope with it and think more clearly about what to do next.

• Talk to someone you trust. Sharing how you’re feeling with a friend, colleague, family member, or someone else you feel comfortable with can help you feel less alone and give you a different perspective.
• Don’t keep it to yourself. If you’re finding things difficult, reach out for support rather than trying to manage everything on your own.
• Keep a record. Making notes of conversations, feedback, decisions, and any actions agreed can help you keep track of what has happened and clarify your understanding of the situation.
• Stick to the facts. Stress can make it easy to imagine the worst. Try to focus on what you know, rather than what you fear might happen.
• Take a break where you can. Even a few minutes away from your desk can help clear your head and reset.
• Keep doing the things that help. Try to make time for activities that support your wellbeing, such as exercise, hobbies, spending time with other people, or getting outside.
• Don’t be afraid to ask for more support. If the situation is affecting your mental health, speaking to your GP or a mental health professional may help. You can also talk to LawCare.

For managers

Managing performance concerns can be difficult for managers too, especially when they need to give difficult feedback or aren’t sure how to approach the conversation. Getting advice and support can help managers feel more confident about handling these situations.

Focus on the person, not just the process

Performance conversations can be challenging for everyone involved. The person you’re speaking to may feel anxious, embarrassed, defensive, or worried about what happens next. The way these conversations are handled can have a significant impact on their confidence and wellbeing.

Clear and honest communication makes a difference. Regular feedback is easier to take than hearing about concerns for the first time in a formal meeting. People are also more likely to speak up or ask for help when they feel psychologically safe.

The focus should be on helping someone succeed in the role they were hired to do. A performance conversation should be a chance to understand what is happening, offer support and work together towards improvement.

You may also find these helpful:

• 10 ways to be a better manager
• Life in the Law 2025 – our research highlights the importance of manager training and creating psychologically safe workplaces.

Is it really a performance issue?

Not every performance concern is about someone’s ability or effort. Before assuming the cause, it’s worth considering what else might be affecting how someone is working.

Stress, burnout, heavy workloads, unclear expectations, poor supervision, a lack of training, neurodivergence, or challenges outside work can all affect performance. Before jumping to conclusions, think about what else might be affecting someone’s work and how you might be able to support them.

Getting the right support

If concerns about your performance are affecting your wellbeing, talking to someone can help.

At LawCare, we offer a free, confidential, and independent space to talk things through. Whether you’re worried about a difficult conversation, your confidence has taken a knock, or you’re finding it hard to switch off from work, we’re here to listen. We won’t tell you what to do or judge your situation. We will listen, help you think things through, and talk about what support might help.

You can call us on 0800 279 6888, email [email protected], or use our live online chat. Our phone line, email, and online chat are open from 9am to 5pm, Monday to Friday.

We can’t provide legal, employment, or HR advice, or tell you whether decisions made at work are right or wrong. However, we can help you think through the impact the situation is having on you and talk about where you can get support.

You might also find it helpful to talk to:

• A trusted friend or family member
• Your manager or supervisor
• Your HR team
• Your trade union
• Your regulator or representative body
• An employment adviser or solicitor
• ACAS for information about workplace rights and procedures
• Your GP or another healthcare professional