How does one coach a low performer effectively? It turns out that the two of us have (unfortunately) had quite a lot of experience in this area, learned through painful trial and error. The best analogy is to imagine you’re helping a limping person learn to walk again, then jog, then run alongside the rest of the team. It almost always requires temporary micromanagement—but still a whole lot of HRT, particularly respect. Set up a specific time frame (say, two or three months), and some very specific goals you expect him to achieve in that period. Make the goals small and incremental, so there’s an opportunity for lots of small successes. Meet with the engineer every week t...
Good advice about how to deal with low-performers in the team
Share this highlighthttp://www.safaribooksonline.com/a/team-geek/180631/