When working with an underperforming colleague, which approach aligns with best practice?

When working with an underperforming colleague, which approach aligns with best practice?

• A. Describe situation and actions using STAR to improve performance through communication, support, and coaching.
• B. Use STAR: situation, task, action, result; focus on communication, support, and coaching; outcome shows improved performance.
• C. Publicly criticize the colleague in front of others.
• D. Assign more tasks without feedback and hope for improvement.

Answer: (B)

Using a structured, supportive coaching approach with a clear framework is the best practice when addressing an underperforming colleague. The STAR method—laying out the Situation and Task, detailing the Action taken, and then identifying the Result—keeps the discussion objective, concrete, and easy to follow. It helps both parties agree on what happened, what was done, and what measurable outcomes followed, which is crucial for accountability and progress. The emphasis is on communication, support, and coaching. That means having a private, constructive conversation that clarifies expectations, offers guidance and resources, and works with the colleague to identify steps for improvement. The goal is observable progress, so focusing on the outcome ensures you can assess whether the coaching and changes actually led to better performance. Publicly criticizing someone undermines trust and motivation, and piling on tasks without feedback or coaching tends to overwhelm rather than improve performance. Those approaches don’t provide a structured path to improvement or measurable results, which is why they’re not aligned with best practices.

Using a structured, supportive coaching approach with a clear framework is the best practice when addressing an underperforming colleague. The STAR method—laying out the Situation and Task, detailing the Action taken, and then identifying the Result—keeps the discussion objective, concrete, and easy to follow. It helps both parties agree on what happened, what was done, and what measurable outcomes followed, which is crucial for accountability and progress.

The emphasis is on communication, support, and coaching. That means having a private, constructive conversation that clarifies expectations, offers guidance and resources, and works with the colleague to identify steps for improvement. The goal is observable progress, so focusing on the outcome ensures you can assess whether the coaching and changes actually led to better performance.

Publicly criticizing someone undermines trust and motivation, and piling on tasks without feedback or coaching tends to overwhelm rather than improve performance. Those approaches don’t provide a structured path to improvement or measurable results, which is why they’re not aligned with best practices.