Address the issue directly but tactfully. Begin by acknowledging their intentions to contribute positively. Then, highlight specific instances where commitments weren’t met and discuss the impact on the team. Ask open-ended questions to understand the challenges causing this pattern. Offer constructive support: suggest setting realistic goals, prioritizing tasks, and communicating proactively about potential delays. Reinforce accountability by emphasizing trust and teamwork. End with encouragement, ensuring the conversation feels solution-oriented, not critical. Keep the focus on growth, not blame!

Have a private, one-on-one conversation. Choose a time when you can both talk uninterrupted. Focus on the specific instances where this has happened, using "I" statements to express how their actions have impacted the team or project. For example, "I've noticed that we've faced challenges when deadlines haven't been met." Listen actively and empathetically. Give them a chance to explain their perspective. Perhaps they're taking on too much, are unaware of the impact, or have underestimated the work involved.

When a team member overpromises and underdelivers, address it calmly and constructively. Start by acknowledging their strengths to build trust before discussing the issue. Focus on facts, not feelings, by using specific examples without assigning blame. Explore underlying reasons—are they overwhelmed, lacking skills, or afraid to say no? Offer support, such as training or adjusting workloads, to set them up for success. Clearly define expectations, emphasize the importance of reliability, and agree on measurable goals. Encourage regular check-ins to track progress and provide feedback. End the conversation on a positive note to motivate them toward improvement.

Sit them down for a candid chat we should focus on facts, not feelings. Then highlight the gap between promises & results and explore why it’s happening. We can set realistic goals together. Under promise, overdeliver it’s not just catchy, it’s smart! We have to encourage accountability with support not blame & help them rebuild trust through actions, not words.

When running tight deadlines there will occasionally be underdelivering and overpromising. The first thing to do is think of this from their perspective, are they trying to secure a promotion by pushing their limits unrealistically? What are they trying to accomplish with this behaviour or are they even aware of it? With that state of mind in place its easier to sit down and relate with them about life and the deadlines or deliverables you're both working towards completing. Once they trust and understand, you can ask them how you and the team can help them set goals more aligned with their work style and speed.