I went straight into a story about a direct conversation I had with someone who kept siloing their work.
Start by assuming good intent and seeking to understand the root cause of the behavior through a private, empathetic conversation. Then, collaboratively agree on clear expectations and offer support, while being prepared to escalate if the behavior persists and impacts the team.
Pro tip: Frame the issue in terms of team impact and shared goals, not personal criticism, and document your efforts to show you handled it professionally and fairly.
Gather specific examples of the behavior and its impact on the team, avoiding assumptions or hearsay. Consider whether there are underlying issues like burnout, unclear expectations, or personal challenges.
Schedule a one-on-one to discuss your observations in a non-confrontational way, using 'I' statements and focusing on shared team goals. Listen actively to their perspective and ask open-ended questions.
Work together to identify actionable steps and clear expectations, offering support or resources if needed. Agree on a follow-up plan to review progress.
Check in regularly to acknowledge improvements or address ongoing issues. If behavior doesn't change, involve a manager or HR as appropriate, emphasizing the impact on team performance.
After resolution, reflect on what you could do differently as a leader to prevent similar issues, such as clarifying roles or fostering better communication.
AI-generated suggestions, not part of the candidate's original notes. May be inaccurate — verify before relying on them.