How would you handle a teammate whose performance is consistently below expectations?

• A. Publicly reprimand them in front of the team.
• B. Do nothing and assume they will improve on their own.
• C. Meet privately to understand causes, set clear expectations with measurable milestones, provide resources, and involve a supervisor if needed.
• D. Replace them immediately without discussion.

Answer: (C)

When a teammate’s performance is below expectations, the right approach is to address it in a constructive, structured way that supports improvement while preserving trust and accountability. Start with a private conversation to understand what’s causing the gap. Ask open questions, listen carefully, and look for concrete factors like skill gaps, unclear responsibilities, workload, or personal obstacles. This helps you diagnose the real issue rather than assuming laziness or lack of effort.

Then set clear expectations together using specific, measurable milestones so both of you know what success looks like and by when. Align on a timeline and agree on what resources or training, coaching, or adjustments to responsibilities might help them close the gap. This shows you’re investing in their success and gives them a fair path forward. If progress stalls despite support, bring in a supervisor to review the situation and determine next steps, ensuring any decisions are fair and transparent.

This approach is effective because it uncovers root causes, creates a concrete plan with accountability, and protects team morale by handling the matter discreetly. In contrast, publicly reprimanding can erode trust and motivation, doing nothing misses a chance to fix the issue, and replacing someone without discussion can be unfair and disrupt team dynamics without giving the person a chance to improve.