Your newest coworker is not as productive as other members of your team. You and your coworkers have to work harder to make up for this.
What would you be most and least likely to do?
Be patient. Give her more time to learn the job so that her productivity will increase.
Ask her how the job is going. Let her know you’re there to help.
Give her tips on how to get things done quickly and correctly.
Talk to your supervisor. Suggest that this might not be the best role for your coworker.
The Correct Answer and Explanation is:
Correct Answer:
Most Likely to Do:
✅ Ask her how the job is going. Let her know you’re there to help.
Least Likely to Do:
❌ Talk to your supervisor. Suggest that this might not be the best role for your coworker.
Explanation (300+ words):
When working as part of a team, especially in a professional environment, it’s essential to foster collaboration, understanding, and a culture of support. A new coworker who is underperforming may simply be adjusting to the learning curve, unfamiliar with processes, or unsure about expectations. In this scenario, the most effective and constructive approach is to ask her how the job is going and let her know you’re there to help.
This approach demonstrates empathy, teamwork, and initiative. It opens the door for communication, allowing your coworker to express any concerns or difficulties she may be experiencing. By making yourself available as a resource, you help create a supportive environment that encourages growth and confidence. It can also improve morale and increase her chances of becoming a productive member of the team over time.
Being patient and giving her time is also helpful, but it may not be proactive enough. Offering tips on how to get things done quickly and correctly is another great option, but only after building a rapport and assessing whether she is open to feedback. You should avoid offering unsolicited advice before establishing a foundation of trust.
On the other hand, the least appropriate response is to immediately talk to your supervisor and suggest that this might not be the best role for your coworker. This action can come off as judgmental and unsupportive, especially if the coworker is still new. It may damage workplace relationships and could be seen as undermining your teammate instead of helping her improve.
Supervisors should only be approached after you’ve made sincere efforts to assist the coworker and there is a clear pattern of underperformance that affects team outcomes. Even then, the tone should be constructive, not accusatory.
In summary, lead with compassion, offer help, and build a team culture rooted in growth and collaboration.