You have a colleague who’s underperforming. How can you help them improve?

To help an underperforming colleague, engage in open dialogue to understand challenges, set clear expectations, offer support and training, provide constructive feedback, encourage collaboration, recognize progress, monitor performance, address issues promptly, offer growth opportunities, and involve management if needed for further support.

Identifying the problem is crucial, if you do have a clear idea of what it is and how it is that it's affecting the project then it's easy to help. If not, then you should look more into it to see if the problem is a lack of skills, knowledge, motivation, communication, or maybe even a personal issue.

Try to offer constructive feedback in supportive manner, focusing on specific areas for development and setting clear, achievable goals together. Provide resources such as training, mentorship, or additional responsibilities to enhance their skills and confidence. Regular check-ins and encouragement can also motivate them to make progress and succeed.

Offering help or advice is a delicate situation. If you see someone that needs assistance, you can approach a colleague and start a conversation. Without mentioning or attacking him/her personally, try to listen and ask the right questions to get to the topic of the problem, etc. With respect for your teammate, offer help, advice or time to work with them if needed. Respect, communication and open dialogue are a good start.

Time and place is a big deal to consider when trying to help someone, it should be chosen carefully so the feedback can be good. A private meeting sounds like the best option so you can create a supportive environment where you both feel comfortable.

DON'T USE THIS! I think this method shouldn't be used anymore because: - can come across as insincere and diminish the impact of both positive and negative feedback, as it is also manipulative - the recipient may focus more on the positive aspects and overlook or downplay the critical feedback, missing the opportunity for growth and improvement - by diluting criticism with positive feedback, the core message may get lost, and feedback has to be clear, direct, and actionable - if someone realizes that feedback is consistently delivered in a sandwich format, they may start questioning the genuineness of both positive and negative feedback SO DON'T.

A convenient way to provide constructive criticism is to acknowledge the strengths of the colleague. This often results in a less defensive response. The sandwich method allows you to do this. Start with positive feedback, perhaps a specific skill they possess. Then go in with your criticism. It is important to not just make critiques, but give actual examples of specific situations. Make sure you also provide your suggestions for resolving these critiques, maybe even draw from personal experiences. Finally, end on a positive note and tone. For example state a recent success. Avoid harsh tones at all times.

Listening and empathizing are great aspects of feedback communication. conversation should be approached with an open mind. You should listen to their reasons for this behavior or performance because you may not be aware of some things. showing empathy is presenting that you value their feelings and that you are interested in understanding their perspective which should in the end lead to a more productive exchange of information/ideas.

To help an underperforming colleague improve, consistent follow-up and celebrating progress are key. Regular check-ins to offer support and feedback can provide clarity on expectations and areas for growth. Acknowledging even small improvements with praise or recognition helps boost morale and motivation. By creating a supportive environment and showing genuine interest in their development, you can empower your colleague to make positive changes. Collaboration on setting achievable goals and providing resources for improvement also fosters a sense of teamwork and shared success.

When we want someone to improve it is important as a leader that we: - work together to set clear, achievable goals for improvement. Ensure that these goals are specific, measurable, attainable, relevant, and time-bound (SMART). - offer them the support and resources they need to succeed, this could include additional training, mentoring, or access to relevant tools and materials. - schedule regular check-ins to monitor progress, provide ongoing feedback, and offer assistance if needed.