A Framework for Handling Chronic Underperformance in Senior Engineers
Designed for Senior engineering managers and leads responsible for mentoring high-performing teams where chronic underperformance has emerged among senior engineers. to spark real collaboration and high-energy learning.
A 90-minute hybrid workshop designed for senior engineering managers and leads. The audience faces the challenge of addressing persistent underperformance from highly experienced engineers, where traditional HR messaging lacks credibility and managers worry about damaging team culture or losing key technical talent.
Pattern Spotter Challenge
Kick off with a gallery walk of anonymized real-life performance review snippets from senior engineers. Participants are invited to spot recurring phrases or behavioral signals that point to chronic underperformance. Sticky notes or chat responses capture initial guesses, which are then clustered and discussed.
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Why this works
Engages analytical curiosity and primes participants to recognize underperformance not as isolated incidents but as visible patterns, making the session immediately relevant.
Myth-Busting Bingo
Each participant receives a bingo card pre-filled with common misconceptions (e.g., 'Senior engineers are too experienced to underperform,' 'It’s always a motivation issue,' etc.). As you reveal each myth—using real quotes from managers—the group marks their cards and discusses which they’ve believed or encountered.
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Why this works
Exposes biases and assumptions, lowering defensiveness and opening minds to new frameworks for performance diagnosis.
Anonymous Pulse Poll
Using live polling (e.g., Slido or Mentimeter), pose low-stakes questions about how frequently participants have intervened with senior engineers, and what blockers they faced. Aggregate responses reveal shared challenges and normalize reluctance.
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Why this works
Allows honest participation without judgment, surfacing real pain points and reducing isolation around difficult conversations.
Lightning Roleplay Relays
Pairs quickly rotate through three short scenarios: (1) Giving direct feedback, (2) Escalating action, (3) Maintaining team confidence after intervention. Each pair has 90 seconds per scenario, then swaps partners and scripts to maximize exposure and energy.
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Why this works
Activates quick, high-energy practice—reducing anxiety and building muscle memory for challenging conversations while keeping the environment light and supportive.
Real-World Case Dilemma
Present a nuanced, anonymized case study where a senior engineer’s chronic underperformance led to both positive and negative outcomes for the team. Invite small groups to debate: Should the manager have intervened earlier, or would that have risked losing critical expertise?
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Why this works
Grounds the framework in real dilemmas—forces participants to grapple with trade-offs, not just theory.
Personal Reflection Grid
Invite participants to privately complete a grid mapping their current team against chronic underperformance risk factors (e.g., skill stagnation, disengagement, peer feedback trends). Each person then writes one actionable step they’re committed to trying in the next month.
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Why this works
Promotes deep reflection and personal accountability, closing the session with tangible next steps tailored to each manager.
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