You have a team member who is an under-performer. How will
you address the situation?
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Answer Posted / ramesh gupta
I would first pull up his data for last 3-4 weeks and try
to identify regarding the areas of concern. Then I'll sit
and discuss with him regarding his performance. While on
discussion I'll try to judge: Is it because of any process
knowledge issue? Is it because of lack of interest? Is it
because of some personal problems? Or of some other
reasons? Based on the entire discussion I'll come to know
where he is lacking behind resulting to downfall in
performance. If it is because of knowldge I need to arrange
training, mentoring or coaching programs to improve his
performance. Moniter his performance during this period and
amend the action plan, if required. If it is for
disinterest, then altogether a different action plans needs
to be initiated.
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