I had a real example ready but I spent too long on the diagnosis part and then rushed through the feedback and escalation piece.
Start by showing empathy and a genuine desire to help the teammate succeed, then walk through a structured process: diagnose the root cause, give specific feedback, set clear expectations, and decide on coaching vs. escalation based on progress. Emphasize that you'd involve the person in the solution and document everything, while keeping the team's health and Google's high performance bar in mind.
Pro tip: Frame underperformance as a problem to solve together, not a person to blame—this shows you're a team player and a leader. Mention that you'd loop in your manager early for guidance, especially if formal performance management might be needed, to avoid surprises and ensure fairness.
Gather data from code reviews, missed deadlines, and peer feedback, then have a private 1:1 to understand if the issue is skill, will, clarity, or personal circumstances. Ask open-ended questions and listen actively to uncover the real problem.
Use the SBI model (Situation-Behavior-Impact) to describe the underperformance concretely and its effect on the team. Focus on observable behaviors and outcomes, not personality, and invite their perspective.
Collaboratively define what success looks like, including measurable goals and a timeline. Agree on support you'll provide, such as pairing, mentoring, or resources, and schedule regular check-ins to track progress.
Provide ongoing coaching, remove blockers, and give frequent feedback. Recognize improvements to reinforce positive change, and adjust the plan if new information emerges.
If performance doesn't improve after coaching and clear expectations, consult your manager and HR to initiate formal performance management. Document all steps and ensure the process is fair and consistent with company policy.
AI-generated suggestions, not part of the candidate's original notes. May be inaccurate — verify before relying on them.