You're facing a team member's consistent underperformance. How do you address it with empathy?

👉 Observe and document consistent issues such as missed deadlines, poor quality work, or lack of engagement. 👉 Identify trends over time to understand underlying issues. 👉 Use a data-driven approach to avoid making assumptions. 👉 Set the foundation for a constructive dialogue aimed at improvement.

From my perspective, pattern recognition goes in two ways. We need to be very intentional as leaders and aware that we have a role to facilitate and enable the team. Patterns should go evenly balanced in the obvious target missing symptoms, but also in the resources availability and other contextual enablers.

When a team member isn't meeting expectations consistently, start by having a friendly chat with them. Listen to their perspective and try to understand what might be causing the issue. Look for any patterns in their work habits that could be contributing to the problem. Offer support and resources to help them improve, and set some clear goals together. Check in regularly to see how they're doing and give feedback along the way. If they need extra training or mentoring, consider that too.

Inviting your teammate to the conversation and providing context before diving into the feedback is imperative. Talking to someone who is ready and willing to listen is fine. Be direct with a statement like "Do you have time for a conversation? I have some feedback I'd like to provide you and talk about it." That gives your teammate a chance to say no if they are busy, under the weather, or not ready. You can then find a time that works for you that will lead to a more productive conversation.

To understand why a team member might be struggling, start by observing how they work and the results they're getting. Look for recurring issues or missed deadlines. Have a chat with them to hear about any challenges they're facing, both at work and personally. Listen closely to their perspective. Consider factors like their workload, whether they need more training, or if there are communication gaps. Together, brainstorm solutions that can provide better support and clarity in their role. By digging into what's causing the problem, you can work together to find ways to improve their performance.

Delve deeper to uncover the underlying reasons for underperformance. It could be personal issues, lack of skills, unclear expectations, or even external factors. Active listening is key during this stage. The emphasis on a growth mindset encourages managers to understand challenges from an employee’s perspective. This approach often reveals issues like skill gaps or personal struggles that can be addressed with appropriate support.

Once the issues are identified, offer relevant support. This could range from additional training and mentorship to flexible working arrangements or counseling services. A mentoring program pairs underperforming employees with experienced mentors. This not only helps in skill development but also boosts morale and engagement by showing employees that the organization is invested in their growth.

When a team member isn't meeting expectations, approach them with care and offer help. Talk to them privately, listen to their concerns, and show you're there for them. Provide resources to aid their improvement and work together to address the issue. This way, you can handle the underperformance with understanding and support.

Estabelecer metas de forma estratégica é essencial para o progresso pessoal e organizacional. Imagine um empreendedor que define metas claras de vendas trimestrais, impulsionando a equipe a superar desafios e alcançar novos recordes. Ou um estudante que estabelece metas semanais de estudo, aumentando gradualmente seu desempenho acadêmico. A habilidade de estabelecer metas não apenas proporciona foco e direção, mas também motivação contínua para alcançar resultados significativos. Domine essa competência e transforme aspirações em realizações concretas e mensuráveis.

👉 Collaboratively set clear, achievable goals using the SMART framework (Specific, Measurable, Attainable, Relevant, and Time-bound). 👉 Outline steps needed to reach these goals and agree on a timeline for progress reviews. 👉 Ensure the team member understands expectations and feels confident. 👉 Provide regular feedback and celebrate small victories to maintain motivation. 👉 Demonstrate investment in their success, fostering accountability and purpose.

It is always important throughout this process to highlight any positive aspect of the employees work. In the first conversation, the sandwich method is essential. Start with something positive, followed by the concerns and end with how the changes you want to implement, will help the employee and the organisation.

After your initial chat and showing empathy, make sure to keep in touch regularly. Check-in to see how they're doing with their goals and offer praise for any progress they've made. If there are still challenges, talk openly about them and figure out solutions together. Adjust goals or plans as needed to help them keep moving forward. By staying connected and offering support, you'll help them stay on track and keep improving.

Balance empathy with enablement. Empathize with their situation, but don't enable them to shirk their work responsibilities. Empathize humanly, then address professionally. Bring them back to the work. How can they make an impact? How can *you help them* make an impact? How can you help them figure out how they can make an impact? Empower them and support them on a path toward success at work.

Avant même de démarrer la discussion, de parler du projet, placer votre contact dans les meilleur condition. N'hésitez pas à utiliser la visualisation, proposer lui de se voir dans 3 ans, et de s'imaginer ce qu'il aura de différent de plus. De le faire prendre conscience de sa vision, et de son ambition. Dans le day to day on finit souvent par oublier tout ça ! Recentrer le contact sur ses ambitions, c'est important, parce que le discours derrière sera totalement différent!

Start with a listening first and curious approach. Focus on the behavior and don’t make it about the person. I find the SBI (Situation, Behavior, Impact)model can be helpful here. If you’re authentic in your attempt to be empathetic that’s what matters. It can’t be fake- if someone feels you’re FOR them, they will be more likely to want to do well and care.

One technique that I learned to use with underperformers was to have my direct report send me a recap of our 1x1's in e-mail. This helped me to ensure that they fully heard the messages that I was giving. Additionally, it gave us both a way to stay aligned on future deliverables (and dates) so that we could track progress. This tool helped me to prove to MY boss that a previous underperformer had turned things around. Conversely, if they aren't able to get back on track, now you have some of the documentation that can serve for future performance appraisals.