What do you do if your team is not performing at a high level?

Figure out if there is a root cause to the underperformance. Could be a lack of clarity, lack of motivation, disagreement on the goals that they are trying to accomplish. As with most things, fix the root cause, not the results.

Una de las competencias que más he impartido y que más ha impactado mi vida es accountability. Muchos piensan que es solo rendimiento de cuenta pero en realidad es hacerte cargo de los resultados con energía asumiendo la responsabilidad sea cual sea la consecuencia buena o mala mientras te haces protagonista de tu entorno. Elevar el desempe?o de un equipo no es tema de una conversación un tema de “cultura” que es creemos que es l resultado es importante, hablamos acerca de él con alienación y actuamos como en consecuencia. Enfócate en el proceso de generar una cultura de accountability y los resultados vendrán. Pero si te enfocas solo en el resultado estarás girando en círculos repetitivos de bajo rendimiento.

Reviewing expectations can also help in understanding the reason why the team may not be performing at a high level. The KPIs may be unaligned with the team skillset. Identify if this truly is a team issue or if this is only happening with a few team members. This is also an opportunity to do check in with yourself, and determine if your coaching efforts are effective. Identifying the root cause is an opportunity to review all possible reasons why the team may not be performing at a high level.

Understand that the solution may not always be changing the objective, but resetting expectations. However, be open to needing to change them if the objective was the root cause for low performance.

Recent research show that across 2,600 industries in 15 different countries, only 30% of workplace teams are considered a high performing team. There is work and effort to build a team towards high performing including articulating a vision, mission, values, and other areas that create alignment towards meeting the results of the organization. Take time to clearly communicate what the organization stands for when faced with issues, be curious with each other on what solutions would be in alignment with our intentions as a team. Communication is one of the most common themes that come up in team coaching sessions so dedicate time to increase your knowledge of each others personalities and styles so that collaboration can thrive.

Cheer the team on, by celebrating their efforts. Continue to provide learning opportunities to help them continue to push forward. Let the team know how much you appreciate them. Sometimes a simple "thank you" is enough, but you may also want to invest in buying the team lunch, or hosting an event where they feel appreciated. This will help boost morale, which will help them want to perform better.