Once long ago sometimes in 2013 on wards, I had two research scholars who were very weak in technical English as well as in technical simulations. I had to spend much time with them. Once correcting a 6 page research paper took 3 hours of mine in morning hours but I always motivated them with nice and kind words. They could submit their thesis in four years but they always kept working. As of now they are faculty members in prestigious institutions. I am happy that they reached their goal successfully. Many were thinking that they will not get their degrees but they performed well. Initially they were under performers but they learnt on regular basis. They never loose their hearts and I always encouraged them to reach their goal .

To support an underperforming engineering team member, start with a thorough assessment of their performance to identify specific challenges. Initiate open communication to encourage them to express their concerns. Set clear expectations using SMART criteria, ensuring they understand their responsibilities. Identify skills gaps and provide targeted training or mentorship to help them improve. Implement regular check-ins to monitor progress and offer constructive feedback. If necessary, adjust their workload to align tasks with their strengths. Lastly, be patient and supportive, recognizing that improvement takes time. This approach not only enhances individual performance but also strengthens overall team dynamics.

- Map the issues and write them down. Create a spreadsheet with the things you would like to see. - Meet with the person and listen to their reasoning and how he feel he's doing. If he don't know how he's doing, you need to explain it first. - Work with him on clear goals for improvements and follow up every week or two (maybe more, depends on the case). - Get assistant colleagues or HR. - If nothing works, it may be the time to say goodbye.

Setting up an underperforming engineering team member for success involves a combination of clear communication, support, and structured feedback. In short, setting up an underperforming team member for success involves understanding the root cause of their performance issues, setting clear expectations, providing regular feedback, offering training and development opportunities, creating a performance improvement plan, encouraging open communication, providing necessary support, and recognizing progress. By taking a supportive and structured approach, a lead can help the team member improve their performance and contribute effectively to the project.

When a team member consistently underperforms, as an Engineering Manager, addressing the issue with empathy and support is crucial. Start by having a one-on-one conversation to understand their challenges and gather feedback on their work environment. Set clear, achievable goals together, breaking tasks into manageable steps. Provide the necessary resources, whether through training or mentorship, to help them develop their skills. Regular check-ins can offer ongoing support and accountability. Recognize small wins to boost their confidence and motivation. By fostering a supportive environment and encouraging open communication, you can help your team member improve and thrive in their role.