UNDERPERFORMING TEAM MEMBERS—WHAT CAN YOU DO?

Underperforming Team Members = Those Not Pulling Their Weight On Your Team

Knowing this, what can you do about it?

Underperforming team members can detrimentally impact project performance and the company mission, but also lead to diminishing team morale and de-motivation of other team members.

Consider these 2 scenarios.

SCENARIO A - The team member has the potential to become a high performer.

In Scenario A, we assume that we can coach the team member and guide him/her to be well on their way to becoming a high performer. In this situation, we suggest taking a hands-on approach:

1 IDENTIFY THE AREA THAT NEEDS IMPROVEMENT

Make sure that you identify a specific area that needs improvement. Identifying a general and un-targeted problem can be overwhelming and directionless.

2 CREATE A DETAILED ACTION PLAN AND COMMUNICATE IT TO THE TEAM MEMBER

It is possible that the team member has considered and acted on some of your ideas. Try to create a plan that is logical, practical, and helpful.

Example: “Hey, I noticed that this specific area needs improvement. This is our goal for the next one to two months. To execute it, we need x, y, and z.”

Note the importance of helping the member focus on a well defined task. Clearly articulate and lay out the results you expect. Refrain from saying things like “you are not organized.” Rather, say, “the challenge is to be better organized.” It is important to make sure the person knows it is not personal; rather, you are referring to their work, not who they are. Instilling confidence in a member can go a long way.

3 CONTINUOUSLY EVALUATE THROUGHOUT THE IMPLEMENTED PLAN PERIOD

If the team member reaches the goal and does a great job then you no longer need to continue the intensive improvement plan. If however, the team member does not do a great job, it might be time to off-board the team member. If that’s the case, consider Scenario B.

SCENARIO B - The team member does not have the potential to become a high performing team member.

Is there another role for them elsewhere?

In Scenario B, we believe that the team member cannot be coached/ guided or that the investment in him/her will end up being too costly in time and resources. Here’s our approach in this situation:

1 TALK WITH THE TEAM MEMBER ABOUT IT.

Explain the situation empathetically and say you are parting ways. Try to focus on the person and celebrate the positive impact they had on the company including things they may have gained and learned.

2 HELP THEM FIND OPPORTUNITIES ELSEWHERE.

Help them find opportunities elsewhere. Listen to the person’s concerns and be willing to listen to their requests for any leads or advice.

NOT EVERYONE IS A PERFECT FIT FOR YOUR COMPANY.