Addressing Underperformance in a Mobile Development Team: How To Turn Things Around

Disclaimer:
The names and situations in this article are completely made up and meant only as examples. Any similarity to actual people, living or deceased, is purely by chance.

Underperformance in a team can be a challenging and sensitive issue, especially in a mobile development team working on high-pressure projects. Addressing underperformance effectively can turn things around, boost morale, and unlock hidden potential.

When I encountered this situation within my team, I took a structured, empathetic, and results-driven approach to help an underperforming team member get back on track while maintaining team cohesion and project momentum.

Here’s the story of how I recognized the issue, collaborated with the team, and implemented solutions that worked.

The Situation: Underperformance in a Mobile Banking App Project

Our mobile development team was tasked with delivering a new mobile banking app. The app aimed to provide seamless payment transfers, personalized financial insights, and robust security.

It was a high-profile project for a major banking client with a tight deadline. Under the pressure, Alex, a mid-level Android developer, started to struggle. His code was often incomplete and buggy, and he frequently missed stand-up meetings. As a result, the team grew frustrated because his delays were holding up critical features like payment validation and transaction history.

Step 1: Recognizing the Signs and Digging Deeper

At first, it was easy to think Alex just wasn’t interested. But I knew there’s usually a deeper reason for underperformance, so it was important to handle the situation carefully and without pointing fingers.

• Scheduled a 1:1 conversation with Alex to provide a safe space for discussion.
• “I’ve noticed you’ve been struggling to meet deadlines lately. Is there anything I can do to support you?”
• During our conversation, Alex admitted he was unfamiliar with some of the new Kotlin libraries the project required. He didn’t want to ask for help, fearing it would reflect poorly on him.

Key Insight:
The root cause of Alex’s underperformance was a skills gap and a lack of confidence in a new tech stack.

Step 2: Providing Support and Building Confidence

Once I understood the problem, I focused on enabling Alex to succeed without disrupting the rest of the team.

What I Suggested and Implemented:

Pair Programming with a Senior Developer:
I paired Alex with Lisa, one of our senior Android developers who had extensive experience with Kotlin. I framed it as a learning opportunity. They teamed up for a few hours each day to work through the payment validation module piece by piece.

Why it Worked: Pair programming gave Alex real-time feedback and a chance to learn while still contributing meaningfully.

Breaking Down Tasks into Smaller Goals:
I restructured Alex’s assigned tasks into smaller, more manageable chunks: Breaking tasks into smaller pieces made the work feel less overwhelming and provided opportunities for early wins.

Daily Check-Ins for Accountability:
I scheduled quick, 10-minute daily check-ins with Alex to review his progress, clear up any blockers, and provide encouragement.

These check-ins ensured he didn’t feel stuck and gave him a safe space to ask questions without hesitation.

Step 3: Rebuilding Team Trust and Alignment

While working with Alex, I realized the team was feeling frustrated about the delays, so I needed to rebuild trust and align everyone toward shared goals.

1. Transparency Without Blame:
   In the next stand-up, I acknowledged the challenges we were facing as a team:

• “We’ve run into a few challenges with the payment validation module, but Lisa and Alex have been doing a great job working together to keep things moving. Let’s keep supporting each other on as we push ahead!”

2. Refocusing the Team:
I reminded the team that success depends on collaboration. I shared sprint goals again and emphasized our shared responsibility for delivering the app on time.

3. Public Recognition of Progress:
Once Alex successfully completed his first unit tests, I highlighted his effort in the team meeting and in our Slack channel:

• “Shoutout to Alex for pushing through and nailing the payment validation module tests! Awesome work!”

Step 4: Preventing Future Underperformance

To ensure this situation didn’t happen again — for Alex or anyone else on the team I implemented the following long-term measures:

1. Skill Assessments at the Start of New Projects:
   Before assigning new tasks, I began holding short “tech stack checks” with each developer to identify areas where they felt confident and areas where they might need support or training.
2. Team Knowledge Sharing Sessions:
   Every two weeks, a team member would conduct a 30-minute session on a relevant technology or challenge they had solved. Alex volunteered to present his experience integrating Kotlin libraries, which boosted his confidence and reinforced his learning.
3. Encouraging  Safety:
   I highlighted that asking for help shows strength, not weakness.

Key Lessons:

Here’s what worked:

1. Approach with Empathy and Curiosity:
   Instead of blaming Alex, I listened to his challenges and uncovered the real issue: a skills gap.
2. Offer Targeted Support:
   Pair programming, task breakdown, and daily check-ins provided the structure and mentorship Alex needed to succeed.
3. Rebuild Team Trust:
   Transparent communication and celebrating small wins ensured the team stayed aligned and motivated.
4. Focus on Long-Term Growth:
   By introducing skill assessments, knowledge sharing, and safety, I ensured the team had the tools to prevent future performance challenges.

Conclusion: Underperformance Can Be an Opportunity for Growth

Addressing underperformance is never easy, but with empathy, targeted support, and open communication, it’s possible to transform challenges into opportunities for growth. In this case, Alex overcome his struggles, rebuilt team alignment, and ensured the mobile banking app was delivered successfully.

If you’re facing a similar situation, remember: underperformance often has a root cause. Approach the issue with curiosity, provide the right tools, and focus on solutions that empower the individual and strengthen the team.

Have you faced underperformance in your team? Share your experiences and strategies — let’s learn from each other!