Your team member is underperforming. How can you give feedback that inspires them to do better?

When addressing an underperforming team member, I start by scheduling a private meeting in a supportive environment. I begin the conversation by acknowledging their strengths and contributions to set a positive tone. I then share specific observations about their performance, focusing on facts and examples rather than personal attributes. I ask open-ended questions to understand their perspective and any challenges they may be facing. Together, we identify actionable steps for improvement, setting achievable goals. I express my confidence in their abilities and offer my support and resources. This approach encourages a growth mindset and inspires them to strive for better performance.

Giving feedback to an underperforming team member requires a thoughtful and strategic approach, as the outcome can either motivate improvement or further demoralize the individual. The leader should be well-prepared, gathering all relevant information about the employee’s performance and identifying the appropriate time and method to deliver the feedback. The goal is not to condone poor performance, but inspire the team member to find the courage and take actionable steps toward improvement.

I prefer to observe the underperforming team member with focus and prepare detailed notes for feedback. Then I share stories about the growth mindset with all team members and give examples from around the world, so that each team member is aligned with the mindset. The most important thing is asking if she/he is available to talk about the topic. Last touch is SBI + what would you do to get better results ?

Providing feedback to an underperforming team member should be done with careful consideration of the timing, setting, and approach to ensure a positive outcome. Delivering feedback in front of others or using a harsh tone can discourage the employee. Instead, the conversation should offer moral support, helping the individual understand the need for improvement through a compassionate and constructive approach.

To inspire an underperforming team member, I begin by having a one-on-one conversation where I create a safe space for open dialogue. I start with positive feedback, highlighting what they do well to build rapport. Then, I address the areas where improvement is needed, using specific examples to illustrate my points. I invite them to share their thoughts on any obstacles they are encountering and work collaboratively to develop a plan for improvement. By setting clear, achievable goals and expressing my belief in their potential, I motivate them to take ownership of their performance and strive for success.

When delivering negative feedback, choose the approach that best fits the situation. There's no one-size-fits-all method—consider the organizational policies, the circumstances behind the poor performance, and the employee's personality to determine the most effective way to communicate.

After delivering the feedback, discuss the way forward with the employee. Clearly outline your expectations and the steps they need to take to meet them. Give the employee an opportunity to express what support they need to achieve the goals. Ensure the right tools and resources are provided to enhance their performance, and agree on a follow-up plan to track progress.

When working with an underperforming team member, I focus on creating an environment conducive to growth. I arrange a private meeting to discuss their performance, beginning with acknowledgment of their strengths to foster positivity. I then present specific examples of where they could improve, ensuring the feedback is constructive and focused on behavior rather than personality. I engage them in the conversation by asking questions about their challenges and aspirations. Together, we outline clear, actionable steps for improvement and set realistic deadlines. By showing my support and belief in their capabilities, I inspire them to enhance their performance.

Using the steps below 1. Approach the team member in a private and supportive manner. 2. Identify specific areas for improvement rather than vague criticism. 3. Provide examples and concrete suggestions on how they can improve. 4. Acknowledge their efforts and previous successes to build their confidence. 5. Offer assistance and support to help them meet their goals. 6. Encourage open communication and feedback to foster ongoing improvement.