I went straight into a story about giving feedback, which felt okay in the moment, but I think I undersold the part about actually following through with the person over time.
Emphasize a supportive, non-confrontational approach: first seek to understand the root cause, then offer specific help and align on clear expectations. Frame the situation as a shared problem to solve, not a personal failing, and highlight how you escalated appropriately if needed.
Pro tip: Mention that you document your support efforts and any agreed-upon changes, so there's a clear record if the issue persists and needs manager involvement. This shows you're both empathetic and professionally responsible.
Gather concrete examples of missed expectations before acting, ensuring your concern is based on facts rather than assumptions or hearsay.
Initiate a one-on-one chat focused on understanding their perspective and challenges, using open-ended questions and active listening.
Collaboratively identify ways you can help, such as pair programming, knowledge sharing, or adjusting task scope, and agree on next steps.
Clearly restate the expected outcomes and set a follow-up check-in to review progress, ensuring mutual accountability.
If the issue persists despite your support, involve a manager or lead in a constructive way, focusing on team goals and offering your observations.
AI-generated suggestions, not part of the candidate's original notes. May be inaccurate — verify before relying on them.