Here's how you can address a team member failing to meet their targets.

Before taking any action, it's crucial to understand the root causes behind the team member's performance issues. Is it a lack of skills or resources? Personal challenges outside of work? Or perhaps a misunderstanding of expectations? By having open and honest conversations with the team member, you can gain valuable insights into what may be contributing to their struggles.

Como sempre refor?o, somos gestores de pessoas e n?o somente de entregas. Conhe?a seu time, suas dificuldades e pontos fortes, se fa?a presente, dê abertura para conversas francas. Pratique a escuta ativa, seja atento e atencioso, dê feedbacks, e busque, antes de qualquer coisa, apoiar no desenvolvimento dos colaboradores.

Everyone is going through a different phase and with their own pace through life so challenges are bound to surround us humans. Understanding the underlying cause, seeking what is needed and brainstorming with the person would help venture into territories that may translate into a supportive environment not just for the person but will foster an open culture for everyone.

Addressing a team member failing to fulfil their aims entails a private meeting to understand their issues, provide constructive feedback, and create clear, achievable goals. Offer help through extra training or resources and build a follow-up plan to assess progress. Emphasize the importance of their involvement in the team's success and keep a positive, solution-focused approach to inspire improvement.

Acompanhar de forma constante o desempenho dos integrantes da sua equipe é uma ótima forma para evitar que se perceba queda de desempenho tarde demais. Esteja sempre próximo do time, converse de forma individual, avalie o comportamento (expectativas, motiva??o, frusta??es) antecipe-se.

Trabalhar de forma clara e objetiva com a equipe. Para isso devemos usar ferramentas como reuni?es de follow up (1:1), To do list, etc, desta forma criamos um "contrato" com o colaborador deixando claro o que queremos e o que esperamos do seu trabalho.

Deixar claro para sua equipe "para onde est?o indo" é imprescindível. A equipe precisa saber quais s?o os objetivos de curto e longo prazo, quais as expectativas de evolu??o em alguns temas (inclusive, spoiler: isso é ponto básico de uma equipe de alta performance). Fa?a feedbacks estruturados com o(s) colaborador(es) que n?o est?o atingindo as metas, deixando claro o que precisa de desenvolvimento e acompanhe a evolu??o.

When you are talking to people - get to the point quickly. Explain what EXACTLY you want to see - with clear targets (numbers are ideal to use here) and then point out where they are currently sitting and ensure they see the gap between their performance and your expectations. Dont faff about. Dont get awkward and talk in circles. People will appreciate clear feedback even if its direct more than you realise.

Be clear about what's expected and when. Help your team understand how their work fits into the bigger picture, so they see the importance of their contribution.

The best work tool translates into clear and objective communication, whether verbal or written. Setting real and achievable objectives allows employees to feel motivated

Uma ferramenta interessante nesse quesito para ajudar na estrutura??o do que precisa ser desenvolvido e seu respectivo acompanhamento é o PDI (Plano de desenvolvimento individual). E aqui trago um ponto de aten??o. Cada um é responsável por sua carreia, n?o podemos esquecer disso. O gestor é um facilitador importante, no sentido de apoiar com dúvidas, direcionamentos, mentorias, feedbacks bem estruturados, conversas de carreira, cursos pela empresa e tudo mais, porém, a responsabilidade maior do desenvolvimento é de cada um.

Provide whatever they need to succeed, whether it's extra training, resources, or even a mentor. Tailor this help to their specific needs and how they learn best. Getting them to create an action plan can be powerful, as it makes them feel responsible for their progress.

Offer customized support like extra training, helpful resources, or even a dedicated mentor. Tailor this assistance to their unique needs and preferred learning style.

Brindar apoyo cuando un colaborador está en esta situación, es como regar una planta. Le estás ayudando a crecer. A veces no hay que dar respuestas de hacia donde tiene que ir, sino hacer las preguntas adecuadas para que obtenga la respuesta con la que está comprometido con consciencia: ?Qué opciones tienes?, ?qué harás? ?qué harías si supieses la respuesta? ?Qué ayuda necesitas? ... Brinda apoyo y se un lider coach.

Do not implement management tools gradually Take initiative action, team accreditation and appreciation of a group of people and results

Todo processo precisa de acompanhamento, inclusive o processo de desenvolvimento. No caso das metas, uma coisa que eu costumava fazer com minha equipe era: após a defini??o das metas pedia que preenchessem um formulário (como um gantt) com as etapas da meta, como se fosse um acompanhamento de projeto mesmo. Assim, ao longo do ano, todos nós conseguíamos acompanhar a evolu??o e priorizar o que fosse mais necessário em dado momento.

Having a system to monitor improvement is key, for both you and your team member. This allows them to see their growth and adjust their approach as needed. Choose a clear and consistent method, like regular reports or progress meetings.

Neste caso entendo ser importante a defini??o de metas e objetivos em conjunto, abordando o conceito de que o "problema de um é o de todos".

If progress remains elusive, be willing to adapt. Sometimes goals need to be adjusted to be more achievable, responsibilities might need to shift, or perhaps a different role is a better fit for their skillset. Remember, a flexible approach works best in managing people.

If a team member isn't meeting the target,firstly acknowledge that you've got a task to work on, not everyone will be a good performer, having a mixed team of performers also gives you an edge to validate yourself as a good mentor. # Assess whether the performance dip is continuous or situational # Discuss and understand their reasons and perspectives. # Empathise completely with them wherever required, but do convey the repercussions of such performance. People should not get a shock of any action that will be taken, prepare them mentally.. that may also help them improve. # Provide required support, additional training, buddy.. # Constantly monitor and provide guidance # Appreciate every effort shown and ensure inclusiveness within team.

Some additional aspects to consider - 1. Empathy: Acknowledge the team member's feelings and emotions regarding their performance and demonstrate that you genuinely care about their well-being. 2. Coaching: Offer guidance, advice, and practical strategies for overcoming obstacles and achieving their targets. 3. Emotional Support: Offer a listening ear, validate their feelings, and reassure them that you are there to support them every step of the way. 4. Providing Rest: Recognize the importance of rest and work-life balance in maintaining productivity and well-being. By addressing not only their performance but also their emotional and physical needs, Managers can create a nurturing environment that fosters growth, resilience, and success.