How do you handle an underperforming team member?

Summary

Raise it early and privately with specific examples, understand the cause, agree written expectations with support and a timeline, check in weekly, and involve the engineering manager early — formal processes are theirs and follow company policy.

Longer Answer

Common causes: unclear expectations, a skills gap, the wrong kind of work, personal circumstances or low motivation — each needs a different response. Covering for someone is unfair to them and to the team. Most cases improve with clarity and support; if not, the manager moves to a documented process. Recognise progress specifically along the way.

Key Points

• Early, private, specific
• Diagnose the cause; support accordingly
• Written expectations; involve the manager

Deep dive: Spotting and Coaching Underperformance Early

What interviewers look for

Balance of empathy and accountability, and knowing role boundaries.

Red flags

• Waiting months and hoping
• Jumping straight to formal action