prompter: What is a technique that an Engineering Manager could employ to increase the technical ability of a low performing engineering team member. Keep in mind that this is for a small company size, with little room for error and little money, and that any time spent helping said employee will cause other projects and initiatives to be dropped. Also keep in mind that the low performing team member is a woman who has a lot of emotional influence with the larger executive team.

assistant: Improving the technical skills of underperforming team members can be challenging for small companies with limited resources. However, managers can follow a systematic process to achieve this goal:

1. Identify weaknesses: Involve the team member in identifying their technical weaknesses and learning needs. Obtain their input on strengths and areas for improvement.

2. Develop a training plan: Create a customized training plan tailored to the team member's needs and learning style. Ensure the plan aligns with company goals and is practical and relevant.

3. Assign a mentor: Assign a skilled mentor to closely support the team member. The mentor should have relevant experience and be able to provide effective guidance.

4. Set clear goals: Work with the team member to set specific, measurable, achievable, relevant, and time-bound (SMART) performance goals. Ensure goals align with the team member's aspirations.

5. Use performance management: Employ techniques like coaching, feedback, and progress reviews to address issues and adjust goals as needed.

6. Manage executive expectations: Keep executives involved and updated on the team member's progress. Help them understand the benefits of the systematic approach.

By following this process, managers can improve technical skills and manage executive expectations. With a customized plan and support, underperforming team members can achieve company goals. The systematic approach is feasible even with limited resources.

assistant: One technique that an Engineering Manager could use to increase the technical ability of a low-performing team member is to provide targeted and focused training or mentorship. This could be done by identifying specific areas where the employee needs improvement and then finding relevant resources, such as online courses or books, to help them develop those skills.

In a small company with limited resources and time, it may be necessary to prioritize which areas to focus on, and to identify training or mentorship opportunities that are both effective and efficient. This could involve leveraging existing resources, such as industry associations or online communities, to find relevant training or mentorship opportunities.

In addition, the Engineering Manager could work with the low-performing team member to set specific goals and milestones for their development, and then provide regular feedback and support to help them achieve those goals. This could involve regularly scheduled check-ins or one-on-one meetings to provide guidance, feedback, and support.

It is also important to address any emotional or interpersonal issues that may be impacting the employee's performance. The Engineering Manager could work with the larger executive team to provide emotional support or counseling, if necessary, or to create a supportive environment that encourages open communication and collaboration.

Ultimately, the key to improving the technical ability of a low-performing team member is to provide targeted and focused training and support, while also addressing any emotional or interpersonal issues that may be impacting their performance. This approach requires a commitment of time and resources, but it can ultimately lead to a more productive and effective team.

assistant: Based on the information provided, I would recommend keeping in mind the mental health of the employee. It is strongly advised to ask a professional about this topic, and always keep in mind that nothing can be forced on the employee. She has to decide on her own if she accepts the help of a professional psychologist.

It is a basic rule that anybody will perform much better if they enjoy what they are doing. If someone is not performing enough, they will feel the external feedback about it as well and it will go on top of the original cause of being low performer, which will make things worse. So make sure that she is in a positive environment and encourage her at work. Make it as genuine as possible, because false feedback will only backfire.
Make sure to let her know about the moments and things she enjoys but does not seem to notice.
A constant positive feedback loop can eventually trigger itself and result in her feeling better and better. Which will result in better performance at her work.

If a person does something they like in an environment they are comfortable in, they can do very high quality work for a long period of time, and not even getting tired of it. Sometimes it can even give energy to one, and they can feel more energetic than when they started the day.
Obviously be careful about this, because this could lead to too early burn-out.
The key is balance.