How do you navigate when your team members' skillsets are lower than yours and you want the customers to satisfy with the services provided

5 Comments

1. AnonymousJuly 13,2022 at 2:59AM UTC

   Change companies. Public and private business that hire people with poor technical aptitude AND then also don’t foster a culture of training up….you can count on it being a toxic workplace. No matter how much you think you can be a change agent, don’t be fooled. Run. If you can’t run, make sure you are taking credit for your work, cover your &@s, and don’t get overly invested. Life is short. Practice good health and enjoy family/friends without work on your mind.

2. Tasha L. SimmonsJuly 14,2022 at 6:50PM UTC

   the organization and the department are beautiful

   the challenge is the team member not having or not using her skillsets to resolve issues with the clients

3. Maegan, Nike Sales Rep & Career CoachJuly 13,2022 at 3:51AM UTC

   Identify what metrics equate to a "satisfied" customer. Build a simple process or systems to ensure those measures are being met as a team, and you could even pitch it to your manager for the team to test out (this would look awesome on your resume too!) that way you are ensuring customer satisfaction and helping others abide by a process, and grow/develop them as well!

4. Tasha L. SimmonsJuly 14,2022 at 6:48PM UTC

   thanks, however, the challenge is the other team member does not know how to perform her job responsibilities although been with the team for almost a year. It is can be frustrating to resolve matters because the team member is not doing her job tasks

5. AnonymousJuly 15,2022 at 4:43PM UTC

   Is it possible that they were not trained well or at all? There is a lot that is learned in the first year and depending on the task, it could be that they are still struggling to get up to the level that is expected. Obviously not all tasks are like this, but especially in the first year I tend to lean towards this as the reason instead of other options like laziness or incompetence.

   Maegan has a great idea about the metrics. For now, see if it's possible to build more time into the project for edits/review. That way you (or the team lead if not you) can review the team member's work and provide comments so that they can revise their work. This way they can see their mistakes and hopefully fix them and grow.

   If they are simply doing the wrong thing, you might consider doing/requesting a refresher training on the responsibilities they are struggling with. I know that it can be time consuming now, but theoretically it will help you further down the road.

   Make sure that you document all of this as well. If she doesn't grow and is truly incompetent or lazy, she will need to be let go. Companies won't do that without a reason (usually) so documenting it will provide proof of the steps that were taken to help/correct it.

   Good luck!