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What if… the person doesn’t improve?
Giver: Your responsibility, in a self-healing team, is to to make sure the person gets the feedback and that
you and them develop a shared understanding. This means you don’t just tell them what they did bad,
they are wrong, you also seek to understand. Once the receiver says in their own words the shared
understanding, it is up to them to fix the performance issue.
Escalation: If they’re unable to fix the performance issue but understand the problem, this is when
managers step in to support and handle next steps — ultimately you are not responsible for their
performance, you are responsible for ensuring they got the feedback and shared understanding.
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