A team member is falling short on responsibilities. How will you address the issue effectively?

It's not always easy to address your concerns about an employee who may be falling short of meeting company expectations on the job. But if you start the conversation early and connect on a regular basis to get to the root of the matter, this will lay the groundwork for trust and communication.

When a team member falls short of meeting responsibilities, it is crucial to address the issue head on. The way you do this is by setting clearly defined expectations. Everyone in every organization has responsibilities, therefore it is essential to set expectations in order to hold them accountable. First, sit down with your employee and review their responsibilities. This is to ensure you both are on the same page and have the same understanding of what they should and shouldn’t be doing. Second, review the areas they are falling short on and coach them on how to improve. Then, list out the main core expectations you have for them and ensure they completely understand them. Lastly, set time aside in the future for regular follow-ups.

Rather than merely pointing out problems, I try to provide help when a team member is having difficulty. I determine what they require—be it further training, materials, or a little mentoring—and see to it that they have access to those resources. It may occasionally include reducing their workload or providing feedback more often. By empowering people to overcome obstacles and achieve, I hope to demonstrate that the team values their development and success and that we're all in this together.