When an engineer is experiencing a performance decline, the first step is to approach the situation with empathy. Schedule a one-on-one meeting to understand what’s happening—whether it’s work-related or personal. Listen actively and avoid making assumptions. Once you’ve identified the root cause, offer specific support: this could be adjusting their workload, providing additional training, or offering flexible work hours. Encourage them to take breaks if they’re feeling overwhelmed, and reassure them that you’re there to help them succeed. Lastly, set up regular check-ins to monitor progress and provide ongoing support.

The most important thing to do first when an engineer faces a sudden performance decline is to have an open-minded conversation, identifying what could be a potential reason behind that. It's crucial to ensure that the engineer's concerns are heard, and accepted and that you agree on mutual mitigation actions, whether it's additional time off (to deal with personal problems), priorities re-allocation, additional development, or something else.

As a first step, I will gather a few incidents I can share while preparing to discuss the drop in performance with the engineer. Next, I will set up a 1x1 and have an open discussion. I would share my observations on their performance without sounding critical and ask if the team member agrees with them. Once we agree on the expected level of performance, I will ask if I can help in any way to get them back on track. The help can be in any form - specific training, improving the work environment, giving time off to help with burnout or personal reasons, appropriate delegation, etc. Along with mutually agreed support, I will proactively check in with the engineer to ensure they stay on track or need further help in the future.

To assist an engineer facing a drop in performance, initiate a confidential discussion with a focus on understanding any underlying personal or professional challenges. Practice active listening without jumping to conclusions. Propose customized solutions, such as modifying their workload, offering further training, or providing flexible hours. If they are feeling particularly overwhelmed, suggest the option of taking a sabbatical, while emphasizing your dedication to their growth. Finally, establish regular one-on-one check-ins to track progress and offer continued support as needed.