How to handle a direct report you think is slacking

Sometimes you may find that your direct reports are taking too much time to complete a task, or not getting work done. In this article we are going to look at how you can deal with this by asking questions - without being accusatory. We will look at how you can have a candid conversation with the direct report if their output is low, so that you can ensure that work is getting done correctly.

1. Ask them directly in person or via email. Something like - "I've noticed that the XYZ work is taking longer to complete. Are there any blockers or problems that I should be aware of? Is there anything I can do to help?" It helps being specific by mentioning the work you thought was low output - rather than being generic.

2. Have regular 1:1's to set up their work goals and deliverables and to review them. You can do these asynchronously over email - by asking them for updates once a month. 

3. Setup regular weekly reports - where they answer the basic questions: What did you get done this week? Any problems? What are your goals for next week? Setting up these weekly reports, are good as you are giving them enough space to get the work done, and at the same time getting regular feedback to make sure things are on track. Documenting everything by writing it down is a good practice to start, as you can formally bring it to their attention.

If the person is still unresponsive and not willing to change, it may be time to consider a performance improvement plan. But PIP is the last resort. Ideally by setting up weekly or monthly check-ins, and being proactive, you will get the answers as to why an employee is slowing down, or not completing work on time.