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You're working with a team member who isn't pulling their weight. How can you get them to contribute more?

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Working with a team member who isn't pulling their weight can be frustrating and demoralizing. You may feel like you have to do extra work, deal with resentment, or compromise the quality of the project. However, there are ways to address this issue and get them to contribute more, without damaging the relationship or creating conflict. In this article, you'll learn some interpersonal communication skills that can help you give and respond to professional feedback, motivate your team member, and improve the collaboration.

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1 Identify the problem

Before you approach your team member, you need to have a clear understanding of what the problem is and how it affects the team's performance. You can do this by reviewing the project goals, expectations, and deadlines, and comparing them with your team member's actual contributions. You may also want to gather some evidence or examples of their lack of effort, such as missed deadlines, incomplete tasks, or poor quality work. This will help you avoid making assumptions or accusations, and focus on the facts and the impact.

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Raakesh Piranawar

TOGAF-EAP | PMI-ACP | Associate Director (Program Manager) @ Cognizant | Leadership, Corporate Sustainability Reporting | Certified Independent Director | BRSR
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Hold Them Accountable: Clearly communicate the consequences of continued underperformance while also expressing your belief in their ability to improve. Establish accountability mechanisms such as regular check-ins or progress reviews to monitor their performance. Set Clear Goals and Deadlines: Collaboratively establish specific, measurable goals and deadlines for the team member to work towards. Break down tasks into manageable steps and create a roadmap for achieving success. Seek to Understand: Listen actively to the team member's perspective to uncover any underlying issues or challenges they may be facing. Ask open-ended questions to explore potential obstacles such as workload, skill gaps, personal issues, or lack of motivation.

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2 Choose the right time and place

Once you have identified the problem, you need to decide when and where to talk to your team member. You want to avoid catching them off guard, interrupting their work, or putting them on the spot in front of others. Instead, you want to choose a time and place that is convenient, private, and respectful for both of you. You can do this by sending them a message or an email, asking them if they have some time to chat about the project, and suggesting a meeting place or a video call. You should also give them a heads-up about the topic, so they can prepare mentally and emotionally.

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3 Use the feedback sandwich method

The feedback sandwich method is a technique that can help you deliver constructive feedback in a positive and effective way. It consists of three steps: praise, criticism, and encouragement. You start by giving your team member some genuine and specific praise for something they did well or something you appreciate about them. This will help them feel valued, respected, and open to listen. Then, you give them the criticism, using the evidence or examples you gathered, and explaining how their lack of effort affects the team and the project. You should use a calm and respectful tone, avoid blaming or judging, and focus on the behavior, not the person. Finally, you end with some encouragement, expressing your confidence in their abilities, offering your support or assistance, and suggesting some action steps or solutions they can take to improve.

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4 Listen actively and empathetically

After you give your feedback, you need to listen to your team member's response. You want to show them that you care about their perspective, feelings, and needs, and that you are willing to work together to resolve the issue. You can do this by using active listening skills, such as nodding, paraphrasing, asking open-ended questions, and giving feedback. You should also use empathetic listening skills, such as acknowledging their emotions, validating their concerns, and expressing your understanding. You should avoid interrupting, arguing, or dismissing their point of view, and instead try to find common ground and mutual goals.

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5 Agree on a plan and follow up

The last step is to agree on a plan of action and follow up on the progress. You and your team member should discuss and decide on some specific, measurable, achievable, relevant, and time-bound (SMART) goals that they can work on to improve their performance and contribution. You should also agree on some indicators or criteria to evaluate the results, and some deadlines or milestones to track the progress. You should also schedule some regular check-ins or meetings to review the plan, give and receive feedback, celebrate achievements, and address challenges. This will help you maintain the communication, accountability, and motivation of your team member, and ensure the success of the project.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Rebekah W.

Leadership Training, Personal Development and Motivational Psychologist | Award-Winning Educator and Mentor | Fiction Author | Featured in Marie Claire, The Guardian, GQ, iNews and More!
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Because of the availability of information, we often believe we are contributing more than we are. We see what we do, not what everyone else is doing behind the scenes. When team members aren't pulling their weight, it's a good idea to break up task into concrete components and assign them to be completed individually. This way, it is clear who is and isn't doing what was asked of them and avoids letting people hide behind the work of someone else.

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You're working with a team member who isn't pulling their weight. How can you get them to contribute more?

1

2

3

4

5

6

1 Identify the problem

2 Choose the right time and place

3 Use the feedback sandwich method

4 Listen actively and empathetically

5 Agree on a plan and follow up

6 Here’s what else to consider

Interpersonal Communication

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You're working with a team member who isn't pulling their weight. How can you get them to contribute more?

1

2

3

4

5

6

1 Identify the problem

2 Choose the right time and place

3 Use the feedback sandwich method

4 Listen actively and empathetically

5 Agree on a plan and follow up

6 Here’s what else to consider

Interpersonal Communication

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感谢您的反馈

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