What do you do if your team members' performance is lacking after delegating tasks?

One thing i found useful is, Before jumping to conclusions about your team's underperformance, take time to assess the situation. For instance, numerous factors can affect performance, such as unclear instructions, overwhelming workloads, or lack of resources. Engage with your team members to understand their challenges. This step is about gathering information, not assigning blame. By pinpointing the exact issues, you'll be better positioned to address them effectively.

I believe all managers should support their team after delegating the tasks to check their progress and give them deadline however should be open to extend, because once you let your team achieve the task or goal that will motivate them and they learn something new while doing it.

Primeiro analiso raz?es por trás do desempenho abaixo do esperado. Converso individualmente com cada membro da equipe para descobrir se há problemas pessoais, falta de clareza nas instru??es ou necessidade de recursos adicionais. Após essa fase, desenvolvo solu??es junto a própria equipe e ofere?o o apoio necessário.

In most cases we know whom we are dealing with. In cases of failure, it is important that we think beyond our judgement of strengths and weaknesses. May be the best of your delegate is distracted due to a serious family matter or he is not convinced with the approach. As a leader, we can't just assign & wait for the resource to come back with good news only. It is equally important to have regular cadence & provide required timely guidance as required. This approach keeps you aware of how the task is progressing, what are the causes & what action should be taken. End of the day, results will not be surprising. Also, you will be able to control the output.

One thing I have found helpful when providing feedback to team members about lacking performance is to focus not just on the areas that need improvement, but also on their strengths and what they are doing well. Balancing constructive criticism with positive reinforcement can make the feedback feel more balanced and motivational, rather than purely negative. Remember, the goal of feedback is to help your team members improve and succeed, not to demoralize them. By maintaining a constructive and supportive approach, you can turn performance issues into opportunities for growth and development.

Providing feedback is huge in developing personnel. In that you also must listen. Learning the thought pattern in their decision making can help lead to future success.

Spend QUALITY TIME with your “troops” - dress down, hit the “field” in THEIR environment & LISTEN to what they have to say - it can work wonders for morale - In simple terms, BE VISIBLE - BE ACCESSIBLE - not sitting on your suited ass in your office…

Make it clear what you expect from each team member in terms of the responsibilities they are assigned. This covers due dates, standards of quality, and any particular criteria. Make sure that everyone in the team is aware of their specific duties and obligations regarding the project or task. Promote open communication and provide team members the chance to clarify any doubts they may have about any part of their responsibilities by asking questions. Set goals or benchmarks to monitor development and offer input along the way.

Clear expectations of what the end should look like is important. Help them with the vision and intent. Depending on their experience you may have to coach them along the way.

We ALL have a common goal here - to provide the BEST “service” possible - get them on the same page & coupled with the above & positive results will follow from my own PERSONAL experience - THEY are ones who make both me & the mission successful - and - very importantly, RECOGNIZE & REWARD achievement, small & large…

To have their candid comments and bottlenecks they are facing. Encouraging them to share possible solutions and to work out best possible way forward to achieve goal.

It is better to educate and promote them to understand and learn to handle similar situation in future occurrences which also boost their confidence and make them grow further.

Evaluate whether team members have the tools, knowledge, and assistance they need to finish their responsibilities on time. If not, give them the support they require. If team members don't have the abilities or information needed to complete their tasks well, provide them with coaching or training. Foster an environment where team members are comfortable asking for assistance from you as the leader or from one another. Be accessible to team members and willing to listen to their worries or difficulties.

With support of having capability building, gaining knowledge in terms of growth oriented approach is the best solution for the team success.

One thing I've found helpful by offering support to the team is that you can mentor your people and set an example as their leader to do the right thing.

Check in with team members frequently to see how they're doing with the duties they've been given. To keep tabs on task fulfillment, deadlines, and overall project progress, use project management tools or software. Give team members constructive criticism based on their work, emphasizing areas for development and celebrating accomplishments. Deal with any problems or obstacles that might be in the way of your development, and collaborate with your teammates to discover answers. If necessary, reorganize work or modify deadlines to keep the project moving forward.

Set goals and track them. If it is a visual chart or just updates it is important to continue to monitor and reward progress. Rewards can be words of encouragement.

Monitorar o progresso das equipes em gerenciamento de projetos é uma prática essencial para garantir o sucesso e a eficiência de qualquer iniciativa. Essa tarefa envolve acompanhar de perto o desenvolvimento das atividades, avaliar se os prazos est?o sendo cumpridos, e identificar possíveis desvios ou obstáculos que possam impactar os resultados esperados. Um monitoramento eficaz come?a com a defini??o clara de metas e indicadores de desempenho mensuráveis e específicos, permitindo que o progresso seja avaliado de forma objetiva. O uso de ferramentas como Gantt charts, Kanban ou software de gest?o podem ser utilizadas para visualizar o avan?o das tarefas e manter todos os envolvidos informados sobre o status atual do projeto.

One thing I have found helpful in reinforcing success is to make the recognition of specific and tied directly to the improved performance or achievement. Simply saying "good job" can feel vague, but pointing out exactly what the team member did well and how it contributed to success makes the praise more meaningful and motivating. Reinforcing success is not just about celebrating wins; it's about creating a positive feedback loop that encourages continuous improvement and high performance. When team members feel valued and recognized for their efforts, they are more likely to remain engaged, motivated, and committed to maintaining those high standards.

Básicos: 1-Localiza el problema o el objetivo. Estúdialo bien. 2-Asigna tareas y procesos. 3-Mídelo todo. 4-Sigue cada tarea pero delega con independencia. 5-Motiva al equipo en las tareas repetitivas o de largo recorrido. 6-Mejora continua, si, pero sobre todo para con tu equipo. 7-Se exigente, pero no te olvides de sonreír. 8-Felicita los logros y reparte las medallas, en el futuro van a volver multiplicadas por diez. 9-Comparte los procesos e ideas exitosas.

I worked with a logistics company that was struggling with on-time deliveries. After assessing the root causes, we discovered that their routing software was outdated and did not account for real-time traffic conditions. By investing in a new routing and tracking system, and providing training to the dispatch team, we saw a significant improvement. Recognizing this achievement, the company held a celebratory event and awarded bonuses to the team members who had worked diligently to implement the new system. By sharing these examples, stories, and insights, I hope to provide a more well-rounded perspective on reinforcing success, fostering a positive team culture, and celebrating achievements in the transportation management industry.

El peso del mánager: - No todos estamos preparados para cargar con cierto nivel de responsabilidad y exigencia en todo momento. Puede ser que no sea tu momento o puede ser que si, pero que en ciertos momentos te sobrepase. No tengas miedo a hablar, a compartir, a pedir ayuda si es necesario...pero sobre todo no dejes que tu equipo sufra si no es tu momento para capitanearlos.