> but if a team member isn't performing But also have a conversation with your team member. This is where I see most first-time managers fail, is in difficult

> but if a team member isn't performing But also have a conversation with your team member. This is where I see most first-time managers fail, is in difficult conversations where you don't feel "qualified" to be commenting on another persons performance. I'm sure we've all been through that scenario where we got important feedback way to late for it to be useful, or your manager's manager had to have an all-hands to talk about getting to work on time "but that it's not about a specific person" (but we all know it is). Don't be that manager that waits to give critical feedback. As a manager once told me, "if you're doing a good job, no one should be surprised if they're fired."