How would you handle providing feedback to a colleague who is underperforming while maintaining a good working relationship?

• A. Provide specific, objective feedback in a private setting with a plan for improvement.
• B. Publicly critique their performance to motivate them.
• C. Wait for the colleague to notice and ask for feedback.
• D. Ignore the issue to avoid discomfort.

Answer: (B)

The best approach is to provide specific, objective feedback in a private setting with a plan for improvement. When addressing underperformance, focusing on observable behaviors and their impact helps the colleague understand exactly what needs to change without feeling attacked. A private conversation preserves dignity, reduces defensiveness, and signals respect for the working relationship. Pair the feedback with a concrete improvement plan that includes clear goals, measurable milestones, and a timeline, plus an offer of support or resources to help them meet those goals. This combination shows you’re invested in their success and the team’s success, which strengthens trust and collaboration.

Publicly critiquing someone tends to embarrass them and erode trust, making future collaboration harder. Waiting for the colleague to notice and ask for feedback is passive and often missing the mark, leaving performance gaps unaddressed. Ignoring the issue avoids discomfort temporarily but undermines team performance and shows a lack of accountability.