Hi 👋🏼 how does everyone deal with someone who doesn’t produce at pace? We’re a small team of 3 at a startup. Since this guy joined in October he’s hardly produced any work and the work he has produced has taken weeks and weeks to produce. As a result I’m given 80% of the design work to complete. The other person is strictly research. How do I bring this up to management without sounding rancorous and negative?

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Ask for a weekly WIP (work in progress) meeting where everyone explains what they’re working on. This is to help with everyone’s workload. Suggest that everyone fills out a collective table / list / spreadsheet with their current tasks and timeline before the meeting. Then use the time to go over this together.

The first meeting will seem like you randomly have too much work on, but by the second and third week it will become crystal clear who’s doing what and who’s not delivering.


I still think it’s valuable to have a weekly meeting to discuss all work coming down the pipeline. That way you can say, “hey is that all you have going on? I need help with my 5 projects”. A daily check-in doesn’t take your projected workload into account and doesn’t prevent bottlenecks before they’re already occurring. Do you have a project manager? If not, it’s even more reason to know everyone else’s bandwidth.

He may have personal issues going on. Is your team a safe space to be honest about that kind of thing? If it is, the method above should allow you to address his performance. If not, you have bigger problems than him (and you’ll never really know what’s going on with any of your team).


I see. If you’re a peer I understand your frustration. Thought you were managing him in which case the advice you’ve received here should help. If you’re not getting joy from your lead you’ll have to go above her (just be careful you don’t cause problems for yourself). This is a tough one to solve (and one I’ve experienced too btw)

Talk to your boss and ask them how they think the other designer is doing. Hopefully that opens a way for you to share your own thoughts on this person’s performance. If it does, be constructive and helpful. Keep asking your boss if he thinks the person is improving.

Also make sure your boss is aware of your performance. If you do it right, it’s called managing upward and it is a skill you should develop like anything else.


You have a few options:
1. Teach them, make them better (they have to be receptive)
2. Do nothing and just worry about your work (work at a normal pace and normal hours)
3. Find a new job (if things are just being dumped on you and you don't think it's worth the compensation, find something better)

A manager's job is to truly own this, but it sounds like they aren't or maybe you're just in a completely different level of skill than them so it's hard to compare your product. Hope you're being compensated for that ability though.

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