When your direct report isn't performing...
I wanted to first welcome 134 new members that have joined this Newsletter 🥳.
👏👏👏 Welcome! 👏👏👏
I would love to know what you thought of Part 1 of my E-book: Building high-performing teams.
Did you get a chance to check out ? If you thought that was helpful, please click one of the links to let me know what you think!
Alright, moving on to our weekly Newsletter topic. Based on popular votes 🗳️, the topic for today's Newsletter is,
How to Handle an Underperforming Employee 💪
✅ An intentional leader will ensure they don't come to conclusions immediately but assess the situation.
Don't wait too long, as the situation might get a bit out of control.
Let's talk about 5 themes that can lead to an Employee Under-performing:
- Are they aware of your expectations?
- Do they have everything they need to be successful?
- Do they have the necessary skills?
- Are they willing to change?
- Do they think they are high-performers?
Let's dive into each topic,
Are they aware of your expectations? 📈
It all starts here. Begin by clarifying your expectations 💯.
You should look inward and fix your expectations if they don't know your expectations. Could you start with what you are expecting from them? Their definition could be different than yours.
Start by setting weekly goals for them, and provide frequent constructive feedback. If they are unaware of what you expect, they are unlikely to meet your expectations 👎.
Do they have what they need to be successful? 🏆
Are you providing feedback at a regular cadence? Are they the right fit for your team? Do they need something, but they aren't communicating?
If they are consistently blocked 🕰️ as they work with an off-shore group of contractors, then it might be time to look into why. Have a conversation with them to learn if they have everything they need.
Do they have the necessary skills? 💪
Every team comes with a set of skills needed to make the team successful. Do they have the skills? Are they willing to learn? Is there a skill gap that you can bridge? Then, you can start training them for those skills and invest some time there. Find a mentor for them and look into helping them bridge the gap 🌉.
Take Accountability 👈
It could be that you needed to hire correctly. In that case, it might be time to look for another team if a team is better aligned with their needs. People change over time, and sometimes, it's all about interests.
Are they willing to change? 🔄
Do they have the will to change? Are they committed to bridging the missing skills? Are they showing a willingness to change? 🌉
After you deliver feedback which should have been an ongoing process, they must have the will to change.
Are they motivated for the work they are doing? For example, if they are interested in working on backend tickets but are in a frontend team, they might need help to change.
Or could it be that their values and the work your team is doing differently and they don't think their matters? Is there a conflict within the team that needs to be resolved? It could be that they don't feel respected.
Do they think they are high-performers? 👩🏽💻
It can be a misunderstanding that the metric they use to measure their output differs from yours. For example, are they working on tasks that need to be aligned with your team's goals? Was it communicated to them that they were doing a good job?
Work on bridging the expectations here of what high-performing means in your team or org vs their definition. Please clarify this so they can get back on track.
Overall, small wins 🏆 will create momentum and give you that positive signal they may need. If they are performing again, let them know, so they know they are heading in the right direction.
Pick Next Week's Newsletter Topic 👇
Click on one of the links below to vote for the topic!
- How to measure your impact as an Engineering Manager?
- Engineering Manager's Mind Map
- How to become an Engineering Manager?
- What I wish I knew before becoming Engineering manager
The Engineering Leader's Toolbox 🔧
- Llama Life: I'm obsessed with this app to manage your daily tasks and set time boundaries. It has made me more productive.
- Project Management with Notion: It has cool tools within Notion to help you track your project goals and sprints
- Manage your Manager, don't let them manage you I wrote a blog post on how
That's all from me. I hope you have a wonderful day!