What to Do When a Team Member Is Not Contributing
Group projects: the blight of every student's being because yous ever knew that at to the lowest degree one person wouldn't do their fair share of the piece of work.
Fast forward to now: all those who never learned how to pull their own weight in grouping projects are adults, and some of them are working on your team.
Then how do you deal with someone who is not pulling their weight when you can't actually see what they're doing?
Reasons Why Someone Isn't Doing Their Fair Share
- That person is unprepared for the chore
- The expectations are not clear
- They don't spend the adequate amount of time or resources in order to complete a task
- Lack of communication
And equally usual, we'll go by the mantra, "It'southward not my fault, just it's my trouble." Which ways that even though this private'due south poor operation may not be because of anything you did, it does mean that it affects you, the team, and the company. It's not good for anyone if everyone isn't doing their fair share of the work. That means that it is nearly certainly your problem, so it's in your all-time interest to do what y'all can as appropriate. (As advisable means following the correct channels of advice to brand sure that the problem is addressed according to visitor policy. If you lot don't know what that policy is—ask!)
Talk to the person directly.
Use best practices in against someone in a professional (or whatever, actually) environment, including using I-statements, refraining from putting the blame on anyone, and asking if you can provide support in any way. In many cases this individual might just be confused about the expectations or there has been a miscommunication, which can hands be solved past a direct conversation. Since the end goal is for this team fellow member to contribute to the team's work, if y'all can solve the problem by speaking with the individual direct, you've saved a lot of fourth dimension and energy for the whole squad.
Report your concerns to your superior.
Make sure you document specific reasons why the team fellow member in questions operation is substandard. Be as specific equally possible. This ways including emails, any feedback yous've given, screenshots, or other concrete documentation you can provide to demonstrate poor performance. Follow the protocol established by your team or organization to present this information to your superior. If y'all're a leader receiving this feedback, be sure you're prepared as to how to manage the concerns and potential disharmonize.
Come across what you can practice to assistance your squad member.
Again, since it'south your problem no matter whose fault it is, y'all share some of the responsibility for helping your team fellow member perform to the best of their power. Determine some practices that you can employ to address the state of affairs. Examples include adopting a clear format for all email advice, following up on a regular schedule, and providing clear and honest feedback. You should also address problems immediately and contribute to an environment that fosters transparency.
Help establish clear expectations.
Exercise your part to make sure that your entire team understands what "fair share" means for anybody. If this means initiating a grouping-broad discussion on setting and meeting expectations, then exercise it.
When you work online information technology can be challenging to do all this in a natural, non-confrontational way. Try the following:
- Request a 1-on-one video chat to grab upward and discuss your concerns
- Use your company'due south preferred communication channels to provide articulate and complete feedback (Note: do you have a company Communication Charter? If not, let's chat.)
- Don't be afraid to speak upwardly about what you demand and what is keeping you lot from getting your work washed
- Utilize checklists, proofs, or other virtual methods of controlling performance
- Instead of focusing on time spent on a project, make sure the emphasis is on achieving goals; for those goals, accept a clear system in place to track progress
Information technology oft boils downwardly to one uncomplicated thing: Advice
Unmet expectations often boil down to one type of problem: lack of sufficient communication. It can be all too easy — specially in remote teams — to drop the ball when it comes to communication. Every team member should strive to make all their communication directly, honest, continual, consistent, and off-white. There are many strategies for improving this skill (cheque out this article on how advice drives performance).
Chances are good that if there is a problem with one person, there are issues with others. Provide tools and resources to your boyfriend team members that you think volition aid.
Everyone benefits when anybody is pulling their weight. Make certain you're doing your part to ensure that the team is functioning at its about productive level. This is as good for you as information technology is for that other person and the company itself!
Teams seeking to ensure that all team members are equipped with the skills and processes to contribute their off-white share to the work, must consider remote skill development such equally through our Workplaceless Remote Work Certification. Additionally, companies need to systematically review their current practices and consider developing a custom Advice Charter. Our Optimizing Virtual Meetings Workshop can help you practice just that.
Source: https://www.workplaceless.com/blog/what-to-do-when-a-remote-team-member-doesn-t-do-their-fair-share
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