Unproductive team members can affect the quality, efficiency, and morale of your projects. If you notice that some of your team members are not performing well, you need to take action before the situation worsens. Here are some tips on how to deal with unproductive team members and motivate them to improve.
The first step is to understand why your team members are unproductive. There could be many reasons, such as lack of skills, unclear expectations, personal issues, or low engagement. You can try to find out the root cause by observing their behavior, asking for feedback, or conducting surveys. Once you know the main problem, you can tailor your approach accordingly.
Understanding is most important part to understand the unproductivity basis on that you can plan . Second Demonstration plays a big role
How do we really get there? By learning and understanding Emotional Intelligence. The motivation to work with and for each other is rooted in IDENTITY. Have you ever considered that most people have an Adopted Persona? Most people are operating in their lives wearing masks. Have you ever considered that? Imagine a culture of individuals who experienced Homeostasis, operated in a state of peace, love, and joy. Imagine the productivity level of individuals, teams, groups, departments, organizations who were operating with high EQs. Imagine the championship culture that experiences the Cumulative Effect of making daily Optimal Decisions? Imagine the Collateral Success. Imagine what their Success Trajectory Line looks like. I know.
1. Interaction with the team members for assessing the root cause of their lower productivity. 2. Hand holding and support will help them start improving. A little motivation given by the seniors/employers will help the employee maintain the improved productivity. 3. Skill development can definately go a long way in improving the overall productivity of an employee. These cumulatively can being a change in the work culture within the organization and can make the workforce more productive.
In my experience, the best way to identify the root cause is by using the 5 why analysis. Asking the right questions always gets the root cause of the issue out. This gives a platform for a constructive coaching session and helps the employee tailor a SMART action plan.
The root cause of your unproductive team is either you or the organization you work for. End of list. It's also on you if you've managed to hire someone into a team position, who is not a good fit, for whatever reason. Great leaders never have problems with low productivity. It resolves itself on its own fairly quickly. So stop looking for causes and reasons and become great.
The next step is to communicate with your team members about their performance and expectations. You should do this in a clear, respectful, and constructive way, avoiding blame, criticism, or threats. You should also listen to their perspective, acknowledge their strengths, and show empathy for their challenges. The goal is to make them feel valued, supported, and accountable.
1. Ask Permission: Ensure the individual is in the right state of mind to discuss challenging topics. Seeking their consent sets the stage for a productive and respectful conversation. 2. State the indisputable facts in about 20 seconds: While you may have personal opinions and emotions about the matter, it's important to reserve them for now and concentrate solely on the facts 3. Share your feelings about the situation: Express your personal emotions regarding the situation, keeping in mind to avoid judgmental phrases. Share how you have personally reacted to the circumstances without making assumptions. 4. Suggest a resolution: Engage in a discussion about potential outcomes and suggest possible next steps.
Since I am associated with a nonprofit organisation that works towards making the youth financially independent through education scholarships and holistic support, the team we need has to have passion to help those in need and show respect for the society. Clear expectations on both sides. JD Reporting with an intent to learn Seniors should have an attitude of a mentor No tolerance of office politics or toxic behaviour Gender equality Mutual respect Encourage and appreciate Be a family
The third step is to set SMART goals and provide feedback for your team members. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. By setting SMART goals, you can help your team members focus on what they need to do, how they can measure their progress, and when they need to complete their tasks. You should also provide regular and specific feedback, both positive and negative, to help them improve and recognize their achievements.
I have always used SMART goals and feedback on a self-appraisal template and asked my team to self assess and include any additional support or training they would like me to provide.
In my experience, coaching has always helped the team member create a realistic action plan than a feedback. In a feedback, the team member will agree to the suggestions given to complete the conversation faster. In a coaching session, the team member creates their own action plan listing activities they will perform to meet the performance goals set by them. This gets more inclusive and makes the team member more accountable.
The fourth step is to offer incentives and rewards for your team members. Incentives and rewards can motivate your team members to work harder, improve their skills, and achieve their goals. You can offer different types of incentives and rewards, such as recognition, praise, bonuses, promotions, or learning opportunities. You should also make sure that the incentives and rewards are fair, transparent, and aligned with your team's values and culture.
The organization I retired from added an annual bonus structure--and that was just the thing to motivate an increased level of performance diligence!
The fifth step is to provide coaching and mentoring for your team members. Coaching and mentoring can help your team members develop their skills, confidence, and potential. You can provide coaching and mentoring by giving them guidance, advice, feedback, and support. You can also assign them a mentor or coach from within or outside your team, who can share their expertise, experience, and insights.
This is probably the most important thing a sales leader can do. Regularly scheduled meetings are the best way to set the stage for improved results. Taking time to review their schedule for the next two weeks, identifying what objectives are being set for each meeting, and how they are using their time overall can make a significant difference. Don't just focus on what they did, ask what they accomplished. And be sure to make sure they upcoming schedule is aligned to maximizing their time.
The sixth step is to involve your team members in decision making and problem solving. By involving them in these processes, you can make them feel more engaged, empowered, and responsible. You can also benefit from their ideas, opinions, and perspectives. You can involve them by asking for their input, inviting them to meetings, delegating tasks, or forming subgroups or committees.
In my experience, when people are involved in the decision making they become more committed to the actions. It becomes a two way conversation instead of a top down sort of management telling people what to do. They also become more mindful and conscious of their actions which leads to a true change in patterns and behaviors.
Providing individual feedback is crucial, but it should be delivered at an appropriate time and place, fostering a positive environment that encourages motivation, mentoring, coaching, and recognition while eliminating fear. Utilizing open-ended questions can be effective in uncovering reasons for employee productivity challenges.