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Last updated on 2024年6月23日

Here's how you can address underperformance or misconduct within your team like a leader.

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Addressing team underperformance or misconduct can be challenging, but as a leader, you have the responsibility to handle it with tact and professionalism. A strong leader knows that the key to a successful team is not only recognizing achievements but also effectively managing issues when they arise. Whether it's a decline in productivity or inappropriate behavior, it's crucial to approach the situation with a clear strategy, empathy, and a focus on solutions that support both the individual and the team's overall performance.

本文章的要点总结

Set clear expectations:

Outline specific performance and behavior goals to give team members a clear roadmap for improvement. This promotes transparency and accountability, guiding them toward meeting standards.
Establish open communication:

Foster an environment where feedback flows both ways by setting communication ground rules early on. This approach helps address issues promptly and constructively, reducing defensiveness.

本摘要由 AI 和以下专家提供支持

Kate Sargent

Fractional Head of People (HR)…
Miriam Sternitzky (née Rabung)

Chief People Officer @Westwing | Top HR…

1 Identify Issues

The first step in addressing underperformance or misconduct is to identify the root causes. Engage with your team member in a one-on-one conversation to understand the factors contributing to the issue. It's important to listen actively and withhold judgment until you have all the information. This approach helps in creating a supportive environment where the team member feels comfortable sharing their challenges. Once you've identified the causes, you can work together to develop an action plan to address them.

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Miriam Sternitzky (née Rabung)

Chief People Officer @Westwing | Top HR Voice | Passionate HR Executive & Speaker | Advisory Board @Junto
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Addressing underperformance or misconduct within your team involves setting clear expectations. It’s important to be specific about the expected standards of performance and behavior. Instead of vague statements like "you need to do better," outline concrete goals and behaviors. Providing a clear roadmap for improvement gives the team member a fair opportunity to meet expectations and understand precisely what is required of them. By establishing these standards, you create a foundation for accountability.

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2 Set Expectations

Clear communication of expectations is vital in preventing underperformance and misconduct. Ensure that every team member understands their roles, responsibilities, and the standards to which they are being held. It's also important to discuss the consequences of not meeting these expectations. By being transparent, you can foster a culture of accountability and encourage your team to strive for excellence.

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3 Provide Support

After identifying issues and setting expectations, offer support to help your team member improve. This could include additional training, mentorship, or adjusting their workload. It's essential to demonstrate your commitment to their growth and success within the company. By providing the necessary resources and support, you encourage a culture of continuous improvement and show that you value your team members' contributions.

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4 Monitor Progress

Once an action plan is in place, it's important to monitor progress and provide feedback. Schedule regular check-ins to discuss achievements and areas for improvement. This not only reinforces your commitment to their development but also keeps the team member accountable for their performance. Recognition of progress, no matter how small, can be a powerful motivator and help build confidence.

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5 Address Repeated Issues

If underperformance or misconduct persists despite your support and guidance, it may be necessary to take more formal action. This could involve a performance improvement plan (PIP), disciplinary action, or in some cases, termination. It's critical to handle these situations fairly and consistently, following company policies to ensure that all team members are treated with respect and dignity.

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6 Lead by Example

Finally, leading by example is one of the most effective ways to prevent and address issues within your team. Demonstrate the behaviors and work ethic you expect from your team members. By embodying the values and standards of your organization, you set a powerful precedent for your team to follow. Your actions can inspire others to perform at their best and maintain a positive and productive work environment.

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Kate Sargent

Fractional Head of People (HR), Executive Talent Acquisition Strategy & Coaching | LinkedIn Top Voice | Social Impact & Inclusive Workforce Advisor
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Before you even get to conversations about performance, the most successful leaders have already established ground rules for communication- including sharing of different styles and best ways to connect. They will have created a communication cadence where people can talk/write/message them regulalry and have opened themselves up for performance critique and asking for direct feedback, creating a place where honestly flows both ways and a conversation about underperforming happens early and often and with the positive intent to help fix it and grow from it. If your team is defensive or scared about performance conversations, you have already lost.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Here's how you can address underperformance or misconduct within your team like a leader.

1

2

3

4

5

6

7

1 Identify Issues

2 Set Expectations

3 Provide Support

4 Monitor Progress

5 Address Repeated Issues

6 Lead by Example

7 Here’s what else to consider

Workforce Management

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Here's how you can address underperformance or misconduct within your team like a leader.

1

2

3

4

5

6

7

1 Identify Issues

2 Set Expectations

3 Provide Support

4 Monitor Progress

5 Address Repeated Issues

6 Lead by Example

7 Here’s what else to consider

Workforce Management

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感谢您的反馈

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