{ "media_type": "text", "post_content": "Advice on how to encourage more from a team member that does the bare minimum? They often aren’t very responsive online and a simple task will go on for days with little improvement. This is an individual I’m managing from another consulting firm, so the dynamic is different than your typical team.. so I’m not totally sure if it’s even in my wheelhouse to reprimand when it’s warranted. For weeks now I’ve been picking up the slack. My personality is not to be a hard-ass Manager. Help!", "post_id": "61410a5f52f1e9002baa3501", "reply_count": 5, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Advice on how to encourage more from a team member that does the bare minimum? They often aren’t very responsive online and a simple task will go on for days with little improvement. This is an individual I’m managing from another consulting firm, so the dynamic is different than your typical team.. so I’m not totally sure if it’s even in my wheelhouse to reprimand when it’s warranted. For weeks now I’ve been picking up the slack. My personality is not to be a hard-ass Manager. Help!

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No - you raise to your boss, who talks to that person’s boss. No way you get into performance mgmt. outside your firm.

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The awkward thing is I don’t have a boss. I’m at a very very lean start up. My “boss” is my client

What do you think about someone who does the bare minimum?

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likefunny

Agree on timelines when the task gets assigned and make sure it’s documented. That will help to hold them to account.

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Set a higher bare minimum. Do you think this person's employer or anyone else is really giving them a reason to go above and beyond right now? If they're consistently hitting expectations then it's your job to correctly set the expectations that will get the work done.

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