Whether working remotely or in-person, I’ve used a system of the “uns” to manage teams. I employ the 4 “uns” as accountability tools for both leaders and team members. The first “un” is “unaware.” When a team member falls short of expectations, I inquire if they are aware. This could be on leadership. The second “un” is “unable.” I assess whether the team member is in the appropriate role & possesses the necessary tools to succeed. This may still involve leadership involvement. The third “un” is “unwilling.” If this is the case, I immediately offer the fourth “un” as unemployed. Accountability is a collective responsibility among team leaders. We must be willing to examine the “uns” & identify ways to support the team and their success.

Remote work management can be a challenge: checking in regularly and encouraging the team, reiterating goals, designating successful activities, and celebrating simple successes can help with resetting when a team might be under performing. Some market conditions can be incredibly challenging and it’s important to keep communication close and positive for Successful positive environment

Set clear goals and track progress regularly. Give feedback and support to help them improve. Talk openly to understand any problems. Provide resources and guidance when needed. Recognize their efforts to keep them motivated.

The underperformance of the team may have a couple of reasons behind such a situation: 1. Team No One is perfectly performing, but the sending team is struggling. I'm evaluating differences and reasons. 2. I am analysing workflow team members and the work process to see if there are differences. 3. Increase the number of additional meetings to review and analyse possible reasons, plus provide support during working time. 4. By accepting the differences between both teams, I am applying a new solution and working with all team members. 5. Missing learning a new system or even configuration caused a problem. It takes time to resolve, but it is worth it.

Handling underperformance in a remote team requires a balance of accountability and support. Start by setting clear expectations and measurable goals using tools like Asana or ClickUp. Regular one-on-one check-ins help identify challenges early, while performance tracking ensures transparency. Provide coaching and skill development opportunities rather than just criticism. Foster an open feedback culture where employees feel supported, not micromanaged. If issues persist, set up an improvement plan with deadlines to track progress.