When a Team Member Falls Short: How to Lead Without Losing Heart

“He didn’t finish the work again…”

The thought flashes through your mind, maybe with a mix of frustration, resignation, or even quiet anger.

Sound familiar?

You have a team member who falls short on tasks — and without meaning to, you find yourself carrying the extra weight. Again.

If you’ve ever felt this way, this article is for you.

Because leading through underperformance isn’t just about getting things done — it’s about how you carry yourself and your team through it.

✨ First Things First: It’s (Probably) Not Personal

Before you act, pause.

Ask yourself: Is this person intentionally trying to hurt me or the team?

In almost every case, the answer is no.

People usually underperform because they:

• Don’t fully realize the expectations

• Lack organization

• Overestimate their ability to deliver

• Have hidden struggles they haven’t voiced

This shift in perspective is critical:

You’re not here to punish — you’re here to lead.

And leadership is about guiding people toward accountability, not pushing them into a corner.

📋 Build a Culture of Accountability (Not Blame)

Sometimes, just “showing up” feels like enough for some people.

But leadership demands more — from yourself and from those around you.

Here’s one simple but powerful way to foster accountability:

Create an Open Issue List

• List the tasks: Clearly document what each team member (including yourself) has committed to.

• Assign deadlines: When is each task due?

• Track origin: Note when the task was first agreed upon.

Then — and this is key — review it consistently.

Every week, every project check-in, let the list speak for itself. No judgment, no blame. Just facts.

A real story:

I once co-led a project with an older colleague who constantly delayed his deliverables. It wasn’t ill will — it was pure disorganization.

By transparently tracking all our commitments (including mine), the gaps became obvious. Without drama, without confrontation. And slowly, he shifted — because no one likes to consistently be the only name next to overdue tasks.

🎯 When Quality Falls Short: Two Different Strategies

Sometimes, the issue isn’t deadlines — it’s quality.

And here, you need to distinguish:

1. Junior Colleagues

If someone is earlier in their career, your job is to train and guide them.

Offer feedback. Give them space to grow.

2. Senior Colleagues

If the person is significantly more experienced, it might not be your role to re-raise them. They might not even like to get feedback and grow – although you should ask and offer that option.

If feedback and development are not wanted, focus on making results transparent.

If their quality is sufficient for the broader leadership or the client — let it go.

If it’s not — others will see it.

And importantly:

Don’t polish their work for them.

Let their results stand on their own, for better or worse. It’s a crucial part of mature leadership — and of building a strong, sustainable team culture.

❤️ Light Leadership: What Happens Next

Transparency either leads to improvement or natural consequences.

Some people will step up.

Some will step out.

Either way — your leadership becomes lighter, stronger, and clearer.

💬 Closing Thought

Leadership isn’t about controlling every piece of work.

It’s about setting clear expectations, fostering accountability, and trusting that transparency will guide the way.

You don’t need to carry the load alone.

You need to show the path — and let others rise to it.