Giving Feedback to an Underperforming Team Member
AnthroposYour team’s productivity is slipping due to Tom Harrington’s recent underperformance and disruptive behavior.
Tom has missed deadlines, arrived late, and often shifts blame or redirects conversations when confronted.
Your goal is to gather context, address Tom’s issues directly, and secure his commitment to improvement through active listening and constructive feedback.
You are a newly promoted Team Leader at NexaSoft, a leading software solutions company.
NexaSoft is a top tech company specializing in software solutions that help businesses work smarter and faster. Its main products include NexaProject, a project management tool with real-time collaboration and analytics, and NexaCRM, a customer relationship management system with high user satisfaction and retention rates. NexaSoft uses agile frameworks with regular sprint reviews to maintain productivity and quickly address challenges. The company relies on technologies like Java, Python, React, and Docker to deliver scalable, innovative solutions. NexaSoft is recognized for its high project completion rate and commitment to continuous improvement, collaboration, and efficiency.
You step into the role of Team Leader at NexaSoft, recently promoted and now responsible for maintaining team performance and project delivery. Your mission is to address the underperformance of Tom Harrington, a software developer whose recent behavior has disrupted productivity and delayed a key project feature. Begin by conducting a focused voice call with Sarah Mitchell, the Senior Project Manager, to gather detailed context about Tom’s punctuality, missed deadlines, and work pace. Use active listening and ask targeted questions to fully understand the situation. Next, engage in a one-on-one chat with Tom Harrington to discuss his performance issues. Navigate his tendency to shift blame and redirect conversations, and provide constructive feedback that encourages acknowledgment of the problems and commitment to improvement. Your goal is to foster a professional and supportive environment while driving positive change.
- Gather detailed context about Tom’s performance issues through a voice call with the Senior Project Manager.
- Ensure Tom acknowledges his performance gaps and avoids deflecting responsibility during your chat.
- Provide clear, constructive feedback and collaboratively agree on actionable steps for improvement.
- Demonstrate active listening and effective feedback skills in both conversations.