Is rare for a senior member to underperform unless it is a new role or job scope . First , seek to understand. Have a chit chat session to find out more. Is there anything happened to him or his family? Is he aware that he is not performing to the expectation? Be truthful and honest in the conversation; offer help to him. Do not judge ; instead guide him and have regular meetings up sessions to see his progress. If he improves , congratulate him. If he does not improve, tell him to seek alternatives. Remember , do not make the person feel inferior . Keep the relationship professional .

First and foremost make sure it's a #Private and #Confidential Meeting:- #Choose a Neutral Setting: Opt for a private, neutral location to minimize distractions and ensure a focused conversation. #Set a Positive Tone: Begin the conversation by acknowledging their contributions and expressing your belief in their potential. #Be Specific: Clearly outline the areas of underperformance, using specific examples and data to illustrate your points.

Have a one to one session with the senior team member. Highlight the issue of under performance by citing clear examples and measurable performance indicators. Allow 2 way feedback. Identify reasons that negatively affect performance. Agree upon action plan to improve and set a timeline for performance reevaluation.

If your team is underperforming, think of them as children and yourself as the parent. Just like parenting, you must guide them closely, observe their challenges, and invest time in teaching and mentoring them. Focus on their growth, provide necessary resources, and address their needs with care. Once you’re confident they can handle tasks independently, you can shift focus to other areas. Leadership requires dedication and understanding—treat your team like family, ensuring their skills and well-being are nurtured for success.

To address an underperforming senior team member: prepare specific examples of issues and their impact. Choose a private, appropriate time to talk. Start with positives, then address concerns directly and objectively. Explain the impact of their performance and invite their perspective to uncover challenges. Set clear expectations, outline measurable goals, and offer support like resources or mentoring. Follow up regularly to monitor progress and acknowledge improvements. Stay respectful and professional throughout to maintain the working relationship.

O sênior da sua equipe - por natureza - é “o mais sabichão”, logo, durante um feedback, tratá-lo como “júnior” nunca será a melhor estratégia. Ainda que a performance do sênior esteja temporariamente aquém, lembre-se que ele não chegou aonde está à toa (ele já percorreu um caminho, fez a sua caminhada até este patamar). Durante o feedback, dê oportunidade para uma autoavaliação do seu colaborador. Ouça o ponto de vista dele, sem interrupções e tome nota (por escrito ou mentalmente) para ver se “casam” com sua avaliação. Dê exemplos claros do que ele precisa evoluir e construam, juntos, um plano de ação com prazo adequado e com autonomia para ele não se sentir “micro gerenciado como um Jr”.

To give effective constructive feedback to a senior team member who is underperforming, approach the conversation with respect, clarity, and empathy. Start by addressing the specific behavior or performance issues, using clear examples like missed deadlines, incomplete deliverables and explaining the impact on the team and project. Listen to their perspective to understand any challenges they may be facing, and collaborate on finding a solution together. Offer support, set clear expectations for improvement, and agree on a follow-up plan. Throughout the conversation, acknowledge their strengths and express confidence in their ability to improve, framing the feedback as an opportunity for growth.

I always approach feedback with respect, acknowledging their experience and framing it as an opportunity for growth. I try to be specific with examples, focusing on actions rather than personal traits. Offering solutions or support ensures it’s constructive and shows my commitment to their success.