Role Underperformance of a Team Member

C.U.B.E. for Conflict

To learn more about CUBE and how to use, please view the CUBE Overview

Best Practices for Role Underperformance of a Team Member

  • Share your commitment to their success.
  • Ask for a conversation to discuss what is not working, how to better support them, and to create a plan to move forward.

C

REATE CONTEXT & OBJECTIVES

  • Be objective and straight-forward about the results that are not being achieved or what’s not working.
  • Ask for them for their perspective and to share what happened, obstacles that they are facing, and how you can support them better. Listen and paraphrase.
  • Appreciate the other person’s view even if it’s inaccurate. 
  • Take responsibility for any role you might have had in the outcome.
  • Share the impact of the commitment or role not being fulfilled.
  • Share your perspective on why things are not working. Be straightforward.

NDERSTAND EACH OTHER’S WORLDS… THEIR WORLD FIRST

U

  • Address the specific situation and explore how you can support them. Discuss learnings and corrective actions to be taken.
  • Discuss options for possible role changes or layering them with a more strategic or experienced executive. Is there another role that might be a better fit for this person?  Or what aspects of their role do they love? Sometimes, there is more alignment around this than you might expect.

B

RAINSTORM OPTIONS

  • Decide and fully align on clear next steps. Agree to corrective actions and support structures to allow the person to bring their best.
  • Ensure you schedule another meeting with specific milestones to be achieved by a specific time. A clear timeline is essential.
  • Write an email together and send it to them to ensure clarity.
  • Reconfirm your support for the other person and work as a team to succeed.
  • Get into agreement around the consequences if they don’t succeed.

E

ND WITH COMMITMENTS

Common Mistakes for Role Underperformance of a Team Member

  • Waiting to give negative task-based feedback until things have gotten this bad.
  • Avoiding or delaying the conversation.
  • Not being clear about your dissatisfaction.
  • Not having this conversation in a mood of support with hopes that things will get better.
  • Not getting clear about the consequences if things don’t improve.

C

REATE CONTEXT & OBJECTIVES

  • Not asking for their story.
  • Not taking responsibility for your role.
  • Softening your truth to avoid discomfort.

NDERSTAND EACH OTHER’S WORLDS… THEIR WORLD FIRST

U

  • Not exploring options for how to support them and get them back on track.
  • Not exploring options for other roles.

B

RAINSTORM OPTIONS

  • Lack of clarity of next steps and check-ins.
  • Lack of a clear path to success and the timeline for it.
  • Lack of sense of support and engagement.

E

ND WITH COMMITMENTS

View the Cube Prep Sheet in Google Doc.

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