Dealing with a team member who undermines performance. Are you prepared to address the issue effectively?

There's a difference between "undermining" and "underperforming". Employees should be terminated immediately if they're dishonest or deceitful. Every position has a job description which employees should have access to. Included should be the salary range for the job (Minimum - Maximum). For those who do not "meet or exceed" the "minimum job requirements", it's the managers job to have a discussion with the employee PRIVATELY! I designed a "6-Month Probationary Form" - a requirement prior to terminating an employee. Differentiate bad days from poor performance! Communicate to the employee what they're doing wrong and how to improve their performance. After 60 days, it's time to move on and find a better suited position or wish them well

Absolutely. To address a team member undermining performance, I would first have a private conversation to understand their perspective and identify any underlying issues. I’d provide clear examples of the behavior and its impact on the team. Setting specific expectations for improvement, offering support, and monitoring progress would be key steps. If the behavior continues, I’d escalate as necessary, ensuring the team's performance and morale remain a priority.

Absolutely. Addressing a team member who undermines performance requires a direct and empathetic approach. Start by having a private conversation to discuss specific concerns and how their actions impact the team. Provide clear examples and listen to their perspective. Collaboratively develop a plan for improvement and set regular check-ins to monitor progress. Reinforce positive behavior and offer support where needed.

Getting into the details of the underperformance, both from the associate perspective and system perspective, documenting every single thing that is passed on as feedback, having daily check ins and documenting the conversations, client escalations if any, and most importantly naking the associate know the repercussions of the underperformance is vital. The goals during this scenario should be smart and are to be tracked on the progress every week. Also find out if any external factors like personal distress etc are influencing the performance of the associate.

Have an open conversation with the employee about the issue.. Is there any personal issue leading to underperformance or it can be system issue or work related issues Be clear with the issue is always the best thing while moving towards resolving it.

I would say that Collaborative efforts would require more efforts from manager in terms of support, motivation and patience so that the performer is able to perform well. Manager should divide task into small projects and achieving success in those task will motivate under-performer.

Rightly said!! Support at this time not only improves performance but also trust towards team thereby enhancing team bonding and productivity This support plays a very big role in one’s professional life

Offer Support: Identify root causes: Try to understand if there are underlying issues contributing to their behavior. Provide resources: Offer training, mentoring, or other support if needed.

It’s crucial to address challenges with a team member to maintain the overall health of the team. Regular check-ins help monitor progress while offering the support and feedback needed. These conversations should be collaborative, emphasizing growth and development rather than simply correction. Additionally, positive reinforcement plays a significant role in motivating the team member and recognizing their efforts as they improve.

Set Expectations: Clarify expectations: Reinforce the team's expectations for collaboration and support. Provide guidelines: Outline specific behaviors that are acceptable and unacceptable.