Here's how you can address underperforming team members and discuss it in an interview.

The closer you are to your team members, the earlier you will identify bottle necks / challenges. 1on1s are not there for chitchatting, of course it is good to do some talk outside of work topics, however, 70-80% at least should be about work. With this, identifying issues comes naturally.

Be patient with the underperforming colleagues to understand the root cause of the issue. Once that is understood, it is easier to go through the Performance Improvement process because you will be addressing the cause and not just the symptom to ensure that the effects are more lasting for the colleague as well as for the organization The second key thing to consider is the kind of support that the team member will need from you and others within the organization. It is always key to ensure that the colleague is aware that they are valued in the organization. Lastly, create a culture of openness where colleagues are comfortable sharing areas of vulnerability so they can be supported as part of their development process

During my professional life, I have encountered low performance from members of my team. My first step has always been to establish regular communication to build trust. This trust has allowed for a joint diagnosis of the problem, seeking solutions and always using feedforward as a tool It has enabled me to reach agreements and ensure follow-up on commitments.

One thing I have found helpful is ensuring the underperforming team member shadow under a performer. Ensure to celebrate every step of improvement. Be patient and encourage.

1. Approach the conversation with empathy and a desire to understand. 2. Focus on Solutions, Not Blame. 3. Describe a situation where you identified underperformance. 4. Mention how you use data alongside emotional intelligence to address performance concerns. 5. Express your belief in continuous learning and development.

Uno de los principales problemas de comunicación o insatisfacción es no establecer expectativas entre desempe?o y comportamientos. ??Utiliza descripciones de trabajo actualizadas y criterios de evaluación específicos, estas expectativas deben ser SMART, lo que asegura que son claras y objetivas. ?? Explica cómo se vinculan con los objetivos más amplios del equipo y de la organización: ayudará a comprender no solo lo que se espera de él, sino también por qué es importante su rol dentro del contexto más amplio de la empresa. ??Apóyate en los datos recopilados a través de herramientas de análisis de rendimiento para proporcionar ejemplos concretos de donde las expectativas fueron cumplidas y donde no. ??Dialogo, acuerdos y documentar

When dealing with underperforming team members, offering support is key to fostering their improvement and confidence. Providing resources like training or mentorship, and focusing on their strengths, helps them understand that you are invested in their success. This approach not only aids their development but also strengthens team dynamics as they feel valued and supported. Emphasizing their potential rather than their shortcomings encourages a positive and proactive response, turning challenges into opportunities for growth.

1. Address concerns promptly, creating a safe space for dialogue. 2. Track progress, celebrate wins, and offer ongoing guidance. 3. Describe addressing underperformance with empathy, support, and solutions. Share an example of how your approach led to improvement. 4. Highlight successful team development through targeted support and collaboration.

1. Track progress through clear goals and regular feedback, celebrating achievements. 2. Adjust the approach collaboratively based on progress and new information. 3. Highlight SMART goals, data, and support provided. 4. Combine performance data with supportive, constructive feedback for growth.

Clearly communicate performance expectations and objectives to all team members from the outset. Set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that align with the objectives and provide regular updates on progress. idea: Use gamification techniques to make goal-setting and performance tracking more engaging and interactive. Create a digital platform where team members can track their progress, earn rewards for meeting milestones, and compete in friendly challenges. Example: A sales team implements a gamified performance management system where sales representatives earn points and rewards for achieving sales targets and completing training modules. The competitive element motivates team members to improve