Dealing with a team member's underperformance is tough. How can you address it without crushing their spirit?
When a team member isn't meeting expectations, it's important to act thoughtfully. Here's how you can support them without dampening their spirit:
- Provide specific, constructive feedback. Focus on behaviors and outcomes, not personality traits.
- Set clear, achievable goals together. This helps create a roadmap for improvement that they can own.
- Offer resources and training. Sometimes underperformance is a skill gap easily bridged with the right tools.
How do you encourage a struggling team member while maintaining high standards? Chime in with your strategies.
Dealing with a team member's underperformance is tough. How can you address it without crushing their spirit?
When a team member isn't meeting expectations, it's important to act thoughtfully. Here's how you can support them without dampening their spirit:
- Provide specific, constructive feedback. Focus on behaviors and outcomes, not personality traits.
- Set clear, achievable goals together. This helps create a roadmap for improvement that they can own.
- Offer resources and training. Sometimes underperformance is a skill gap easily bridged with the right tools.
How do you encourage a struggling team member while maintaining high standards? Chime in with your strategies.
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Underperformance of a team member is a situation that happens more often than not. When a team member underperforms, then as a manager or a colleague, you must… â–ªï¸reassure the team member and help them where possible â–ªï¸make them feel included in key decisions- this boosts their confidence â–ªï¸give them directions in their work when you feel they are stuck- they find it difficult to ask for help â–ªï¸set periodic catch-ups regarding their task list in a cordial atmosphere, so that they keep on track â–ªï¸include them in key projects and show that you trust their abilities- this empowers them This is a situation when you MUST display ample emotional quotient. Remember that this is not a question of “aptitude†but cultivating an “attitude†to win!
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Underperformance isn’t always what it seems when you take a step back and look at the bigger picture. Sometimes, it’s about misaligned expectations, personal challenges, or unseen obstacles. The key is to approach it together. Start by zooming out and exploring the context behind the issue—ask questions to understand their perspective and any challenges they may be facing. From there, focus on co-creating a plan that addresses both performance and well-being. This way, you’re not just addressing the problem, but also empowering them to take ownership of their growth, all with a positive outcome.
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Underperformance is inevitable at some point in time for everybody. You cannot be at 100% all the time, and when someone in your team faces that phase where their performance takes a hit, you need to be there for them, empathize with them, and try to take them along. A team is only as strong as its weakest link and a true leader always takes the team along. It's important to help them improve rather than just bashing them, be specific and not generalize, coach them, provide them with the right feedback, and most importantly be patient with them, it's very easy to fire someone or just tell them they are not good enough but the real victory is when you can work with them on it and help them improve.
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When encouraging a struggling team member, I focus on clarity and support without lowering expectations. First, I identify where they’re stuck and provide practical guidance, not just broad advice. Then, I reinforce that improvement is expected but always achievable. I break down tasks into smaller parts and set short term goals to build their confidence. I also check in regularly to offer feedback and course corrections early. It’s about balancing accountability with mentorship, so they feel supported but also know the standards don’t change just because it’s hard. Always keeping it real and focus on the fact we all benefit from improving and learning.
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Try to understand the root cause of the lack of performance > personal issues > lack of training > too many demands > lack of interest in the role
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