Address a team member's concerning behavior


  1. Address a member's concerning behavior right away.
    When an issue with an employee emerges, schedule a private meeting with the individual as soon as you notice it. Use this opportunity to clearly and honestly communicate the issues observed, providing specific examples of their actions and explaining the negative impacts on the team and organization. Approach the conversation with a positive attitude, assuming their motives are good, which can facilitate openness to change.
  2. Ask for their side of the story.
    After presenting your observations, invite them to share their perspective. This step is crucial to understanding any underlying issues that may be contributing to their behavior, such as personal challenges or misunderstandings. By actively listening, you demonstrate respect and open the door to resolving the conflict more effectively.
  3. Try to come to a place of agreement.
    Work towards a mutual understanding of the issue. If the employee recognizes their part in the problem, it paves the way for improvement. Otherwise, establish explicit expectations for change and hold them accountable.
  4. Develop a detailed action plan with a deadline.
    Regardless of the member's agreement with the evaluation, set out a clear plan for improvement. This can include behaviors to change and steps they must take. Establish deadlines for these actions and ensure both parties have a shared understanding. This plan should be actionable and measurable.
  5. Validate their contributions while offering assistance.
    Conclude the meeting by affirming their value to the team and your desire to support their improvement. This can involve offering resources, guidance, or training needed for their development. It's crucial to communicate your belief in their potential and commitment to their success.
  6. Re-evaluate and take decisive action.
    After the agreed period, assess progress and reevaluate the situation. If there is significant improvement, continue to support and encourage their development. If there is little to no change, consider whether it is in the best interest of the team and organization to continue investing in this individual's role within the team. This may involve difficult decisions, but they are necessary for the health and success of the team.


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