A team member's underperformance is dragging down morale. How will you turn the situation around?
When a team member's performance dips, it can affect everyone. Here are strategies to lift morale and productivity:
How do you handle underperformance on your team?
A team member's underperformance is dragging down morale. How will you turn the situation around?
When a team member's performance dips, it can affect everyone. Here are strategies to lift morale and productivity:
How do you handle underperformance on your team?
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In my experience it’s critical for team moral for everyone to feel that they can rely on their team members to work with them to achieve the goals of the team and for everyone to pull their own weight. As a leader it’s critical to acknowledge issues that are present and work to understand the root cause so they can be addressed. Maybe there are interpersonal issues on the team, maybe the employee doesn’t understand their role, maybe there are personal challenges they are going through, or perhaps there is a capability gap. Whatever the issue a good leader will address it and ensure that the team is fully functional to yield a positive outcome.
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Underperformance by choice or circumstances? It is essential to identify the cause of underperformance, is it by choice or due to certain circumstances. Identify what made them to choose underperformance as means to be get noticed or convey their message. If it is by circumstances, is it personal, professional, or others. Proper diagnosis for the cause of underperformance is required. Once identified, there are established and logical process of dealing with it.
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It is important to deal with these "difficult conversation" empathetically and constructively. Some tasks worked for me in the past... 1) Gather sufficient measurable and objective facts about the under-performance 2) Switch off the mobile phone to ensure no distraction 3) It's important to hear how the team member rate his/her performance (many believed they were fine and that is why we need to gather some facts) 4) Jointly come up with an improvement plan while listen carefully for any personal issue 5) If personal issues exist, empathetically discuss and see if we can help first.
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- Organize a one-to-one meeting to provide clear feedback to understand whether it is a recent development or a consistent issue. also determine the factors impacting the individual (personal or professional). When providing feedback use data and facts. - Set clear expectations and ensure that the team member understands the objectives, timelines, and how they contribute to team success. - Ask what is needed to support their development and offer support in terms of mentoring, resources, or training needed.
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Understand situation of team members and find out root cause why team member not performing . Working out on solution to counsel him or her . Review it after one month and appreciate improvement.
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