Your team is facing a stressful deadline. How do you handle a coworker not contributing their fair share?

You don't need me to tell you how important it is to be able to handle difficult situations in the workplace. That said, it can be a real challenge. Here are some tips that'll help: First, remain calm & level-headed. Take a deep breath & assess the situation. It's easy to get caught up in the stress & frustration of a looming deadline. This will only make matters worse. Instead, try to stay focused on finding a solution. Next, approach your coworkers & have an open conversation with them. Explain how their lack of contribution is impacting the team's progress & discuss potential reasons for their behavior. Be sure to listen actively & try to understand their perspective as well.

In a previous project, I noticed one of my team members wasn't contributing as much as the rest of us, which added to the stress of an already tight deadline. Instead of jumping to conclusions, I took a step back to assess the situation fairly. I considered whether there might be personal challenges they were facing or if there was a misunderstanding about their responsibilities. It turned out they were dealing with a family emergency and hadn’t communicated this to the team. Understanding this context allowed me to approach the situation with empathy and support, rather than frustration.

Steps I find helpful a. Understand their why - why are they part of the team and why are they not doing their share of the team work. Do they feel empowered with their why and are do they need support with their why not. b. Empathise and support c. Collaborate on a plan to get them back on track d. Help them see the value of their contribution and how it ties back to the common vision e. Reevaluate and reconnect Steps I do not find helpful Making it personal - Blaming, shaming Reacting without listening

Deep personal conversations that give you insights into their struggles, confusions and also their dreams and drives. Open dialogue happens from safe spaces, which require nurturing over time.

After assessing the situation, I knew I needed to talk to my coworker. I approached them privately and calmly, focusing on collaboration rather than blame. I asked open-ended questions to understand their perspective, such as, "I've noticed you seem a bit overwhelmed—how can we better support you?" This conversation revealed that they were struggling with a particular aspect of the project. By addressing the issue openly, we were able to clarify their role and offer the help they needed, which improved their contribution and team morale.

Expectations, objectives, goals should be clearly stated. Contingency plans should also be put into place - if you are unable to deliver as planned then what to do, if you are facing challenges then what to do...

Maybe they aren’t clear on the expectations so I would address that first. After that I would find the right way to communicate with them about their performance. Express how capable they are and challenge them to perform at a higher level.

Following our conversation, it was clear that we needed to set some specific expectations moving forward. We worked together to outline their tasks and set realistic deadlines. For example, we agreed on which parts of the project they would handle and when they would check in with the team. By clearly defining these expectations, we created a sense of accountability and ensured that everyone knew what was expected of them. This helped to prevent future misunderstandings and kept the project on track.

Teams potential shines through with good internal dynamics and synchronous work. Let all feel welcomed and set a tone for open communication, a team is as strong as its weakest teammate. Alleviate deficits and align with positive growth mindset, critiques are required timely but to be handled with swiftness.

Recognizing that my coworker might still need help, I made sure they had the support necessary to meet their deadlines. We identified specific areas where they could benefit from additional training, and I paired them with another team member who could guide them through the more challenging parts of their tasks. Offering this support not only lightened their load but also fostered a stronger team spirit, as everyone felt they were working towards a common goal.

Eagle eye view of all tasks going at a time, positive criticism and good feedback goes long way. Indulging in micromanaging results in less efficiency and more frustration amongst team, which leads to no good results.

As the project continued, I made it a point to regularly check in on my coworker’s progress. This wasn’t about micromanaging but ensuring they felt supported and stayed on track. I provided feedback when they made significant progress, which helped boost their confidence. These regular check-ins allowed us to catch any potential issues early, ensuring that the team remained on course to meet our deadline.

Despite our best efforts, there came a point where my coworker still struggled to keep up with the workload. Recognizing this, I knew we needed to adjust. We decided to redistribute some of their tasks among the team to ensure that the project stayed on schedule. This flexibility prevented burnout and maintained the team’s productivity. Additionally, we involved management to discuss long-term solutions for workload management, ensuring that we were better prepared for future challenges.