What do you do if your team members are not completing their delegated tasks effectively?

its important to notice if we have right people in the right seats, this means it starts from defining the seat not just from technical skills perspective but also from Core values of the company and GWC qualities (Get it, Want it, and Capability to do it, ref: EOS Framework). Identify the gaps with the people sitting in those seats and provide training if needed and follow the three strike rule, 30-60-90 days to improve or find right resource for that seat.

If there are instances of many not meeting expectations or mass in-subordination, then it's critical for Organizations to review process and people (managers) representing it Simply put, go for a RCA to fix any chronic issues

SOPs and KPIs must be firmly established and properly disseminated amongst employees tasked with following these procedures and goals. If workers fall short of leadership’s goals then leadership must be willing to get their hands dirty and step into the shoes of their employees. Why are we not achieving our goals? Or even better… why did we surpass our goals? There has to be a continuous back-and-forth between management and employees in order to achieve continuous improvement.

Focus = Feeling Puedes poner etiquetas???. O puedes ver más allá ??. Tú eliges. Cuando las tareas no se completan de forma efectiva, es hora de convertirnos en detectives y desenterrar la raíz del problema. Olvídate de las reprimidas y enfócate en la comprensión: ? Dialoga con tu equipo. ? Escucha con atención. ? Empatiza y ponte en sus zapatos. Investiga las causas: Carga de trabajo: ?Hay tareas que pueden delegarse o redistribuirse? Falta de claridad: ?Las instrucciones fueron precisas y comprensibles? Motivación: ?El equipo está desmotivado o no se siente valorado? Competencias: ?El equipo tiene las habilidades y conocimientos necesarios para completar las tareas?

-Faire une analyse causale; -Avoir un entretien individuel avec chaque collaborateur; -Renforcer les capacités de ceux qui ne sont pas à la hauteur; -Mettre en place la matrice d'analyse des risques; -Responsabiliser l'un des collaborateurs.

An effective way to delegate is to train the person on the delegated task and then do a role reversal i.e. ask them to train you on the task now. That will highlight gaps in understanding and perspective. Control the urge to fill in the gaps. Rather ask them questions that will then prompt them to ponder and clarify the missed points.

The Expectation Setting exercise has always been one of my favourite exercises with my teams. And I have conducted these at several instances like when I took over a new team, or a new member joined the team, as well as at the start of every new project (and often during revisit ever now and then). I prefer a three-step play: - what is to be met? (re-iterate all G&Os) - where did we miss? (discuss the impact) - How to fix it? (discuss team’s challenges and needs) And as a servant leader look for roadblocks/bottlenecks the team faces and ask the team to suggest possible fixes. If the solution comes from the team, they invest more in making it a success. Keep communication open, continuous, safe and highly valued.

Communication claire des attentes: Réaffirmez clairement les attentes en matière de performances et de résultats. Assurez-vous que chaque membre de l'équipe comprend parfaitement ce qui est attendu de lui et l'importance de sa contribution à la réussite globale du projet ou de l'objectif.

First of all try to understand the team's physical, mental health level. Behave with every member of team friendly not as a boss.

Providing guidance and support entails sitting down with each member individually to understand their challenges. For example, if a team member is having difficulty with a specific machinery operation, you could offer additional training sessions or provide written guides to help them grasp the process better. Additionally, you might assign a more experienced team member to mentor them through the task until they become proficient. This hands-on support can boost their confidence and ensure they meet expectations moving forward.

Providing guidance and support entails sitting down with each member individually to understand their challenges. For example, if a team member is having difficulty with a specific machinery operation, you could offer additional training sessions or provide written guides to help them grasp the process better. Additionally, you might assign a more experienced team member to mentor them through the task until they become proficient. This hands-on support can boost their confidence and ensure they meet expectations moving forward.

Communicate clearly Make sure you're providing clear instructions and expectations. Offer feedback Provide positive feedback when a task is done well, and constructive criticism when it's not. Ask for feedback Encourage your team to give you feedback on how you're delegating tasks, giving instructions, and following up on project completion. Provide resources Make sure your team has access to the resources and support they need to complete the task successfully. This could include training, software or tools, or guidance. Motivate Offer incentives and rewards, celebrate successes, and encourage autonomy and creativity. Demonstrate leadership Show your leadership presence so your team knows to expect you to do the tasks that aren't done

Counselling session and open discussions may help in understanding situation. May be right perspective of situation be more clear and pissibly action plan could be generated.

One thing I always found very effective during my tenure as a team leader was creating a Mentorship set-up within the team. Giving equal focus to all in the team is challenging and that’s where the experienced/expert team members come in. Creating a Buddy model really helps. While I have heard my fellow team leaders not in its favor; still personally I always vouch for it. The outcome of it is multi-fold: - Team leader gets to focus more on the bigger picture - Mentors get to share their knowledge/experience/expertise - Mentees get an extra source of knowledge and support - Mentors get to enhance their people skills Team building is crucial for a team to perform effectively. After-all it’s the collective effort that matters the most.