Here's how you can effectively manage underperforming team members.

Understand the reasons behind the underperformance, whether it's lack of skills, motivation, resources, or external factors. Conduct a thorough assessment to identify the root causes. Clarify performance expectations, goals, and standards with the underperforming team member. Ensure they understand what is expected of them and how their performance will be evaluated. Provide the necessary support, resources, training, or mentorship to help the underperforming team member improve. Offer guidance and assistance in developing their skills and addressing any obstacles they may face. Set specific, measurable, achievable, relevant, and time-bound (SMART) goals with the underperforming team member to guide their improvement efforts.

we need to find the root cause for low performance, jumping to the conclusions wouldn't help in such scenarios. Once we find the root cause of the issue we will be in a better position to have improvement.

Address underperforming team members by having a clear one-on-one meeting. Discuss specific issues and collaboratively set SMART goals for improvement. Offer support and resources like training. Regular follow-ups keep them on track and show your commitment to their success. It's about improvement, not punishment.

Tout à fait d'accord, une fois que la cause de la sous performance est identifiée, il faut rapidement mettre en place un plan d'action pour accompagner le collaborateur avec de la bienveillance et de la méthode.

Understanding the root cause of the underperformance is key: ??? Make sure you structure your analysis and separate knowledge and skills from attitude. Each element requires different action setting. ??? Don't assume for people and really listen first to understand what's going on. ??? Don't be too fast providing solutions, let your people first explain, how they want to address their underperformance, before you provide input.

Making sure that the team is part of setting the objectives is critical for them to understand the objectives and rationale behind these. Once they are able to understand the objectives, team would work towards achieving it as the would own the objectives.

En liderazgo hablamos de establecer contratos de trabajo, donde cada miembro del equipo tiene definido y conoce sus roles y responsabilidades. Adicionalmente, el líder con sus seguimientos periódicos retroalimenta al desarrollo de cada integrante del equipo de trabajo.

Clearly communicate what is expected in terms of performance, behavior, and results. Ensure that these expectations are specific, measurable, achievable, relevant, and time-bound (SMART). This helps the team member understand their goals and the standards they need to meet.

Le but est de devenir autonome, même si j’ai toujours privilégié le travail d’équipe. Aller si besoin avec lui mais le laisser agir, voir comment il comprend et si il a écouté et appliqué ce qu’on lui a expliqué. J’attend qu’il se prenne en main et essaye de comprendre, de relire ce qu’il a du noter, qu’il cherche l’information sans pour autant rester bloqué. Savoir demander de l’aide, mais quand c’est nécessaire et pas immédiatement, car on ne sera pas toujours là pour lui tenir la main. Bref ce que j’attend moi c’est un état d’esprit, et de voir qu’il est de plus en plus à l’aise, pour finir par être autonome. Cela peut se mesurer par les appels qu’il prend, et la facilité avec laquelle il y répond.

After identifying performance issues, set clear goals, communicate expectations, provide necessary resources, schedule regular check-ins, establish accountability, and offer constructive feedback to guide underperforming employees towards improvement.

● Spend time observing the team member's work and behaviour to understand the nature of undeperformance. ● Collect feedback from colleagues and orher team members to get a broader perspective ● Encourage team member to self assess and identify areas where they fell they are struggling ● Focus on the behviour not the person ● Assign a mentor or coach for guidance and support ● Provide access to training programs,workshops, or courses to enhance skills. ● Schedule regular one to one meetings to discuss progess,address concerns,and provide feedback ● Show empathy and understanding to build trust and encourage a positive working relationship.

Es necesario dar la oportunidad a especializarse a quienes realmente se lo merecen e independiente de ello, incentivar al resto para lo mismo haciendo entender que es por su bien futuro y por ende de la empresa lo cual debe verse gratificado de alguna forma

Offer the necessary resources and assistance to help the team member improve. This could include additional training, mentoring, or adjusting their workload. Providing support shows that you are committed to their success and willing to invest in their development.

Soutenir un membre de votre équipe en sous-production pourrait en lui offrirent de l'aide supplémentaire pour terminer ses taches. - des ressources nécessaires ou simplement de lui exprimer votre soutien et votre encouragement pour l'aider à surmonter les difficultés rencontrées en cette période de méforme

Comme j’estime que l’on ne peut être expert en tout, je préfère que tout le monde connaisse un peu tout, mais qu’il y ait des experts désignés dans certains domaines. Attribuer une expertise à un membre de l’équipe c’est aussi lui donner une importance et de la valeur.

When team members feel valued and responsible for their work, it boosts their professional and personal development. This dynamic benefits leadership as well, allowing for more confident delegation. By providing the necessary resources, leaders enable their team to deliver work that aligns with company goals and drives better results.

Motivate the team member to take responsibility for their performance and outcomes. Encourage them to set personal goals and develop action plans to achieve them. Ownership fosters a sense of accountability and can lead to greater engagement and improvement.

Es bueno siempre destacar la labor realizada con diferentes acciones, con ello también logra mantenerse un clima laboral adecuado

Encourage ownership by empowering employees to make decisions, setting clear individual responsibilities, recognizing and rewarding initiative, fostering a culture of accountability, providing opportunities for professional growth, and leading by example.

Regularly review the team member’s progress towards meeting their goals. Provide ongoing feedback and acknowledge improvements. Monitoring progress helps to keep them on track and allows you to make timely interventions if needed.

Estas reuniones no deben ser tediosas ni monologas, logrando con ello participación y compromiso y además sentirse parte de los logros

Monitor employee progress by setting measurable goals, using performance tracking tools, conducting regular check-ins, providing constructive feedback, reviewing key performance indicators (KPIs), and adjusting strategies as needed to ensure continuous improvement.

Siempre es bueno dar oportunidades y buscar cómo sacar el provecho profesional de las personas, aunque algunas tengan ciertas deficiencias pero eso se puede cubrir con conceptos como lealtad, compromiso, interés y dedicación

A maior riqueza de se trabalhar em equipe é poder ter pessoas com diferentes skills. é fundamental o líder da equipe reconhecer qual a habilidade e interesse de cada membro e favorecer para que ele trabalhe com esse tema. Dessa forma, a equipe será otimizada e cada pessoa trabalhando na sua área, agregando valor ao time.

If initial efforts do not yield the desired results, be prepared to change your approach. This could involve altering the support provided, setting new goals, or addressing other underlying issues. Flexibility in strategy ensures that you can find the most effective way to help the team member succeed.

To effectively manage underperforming team members: 1. Identify the Issue: Clearly identify and document specific performance gaps. 2. Provide Clear Feedback: Offer constructive feedback in a private, respectful manner. 3. Set Realistic Goals: Establish clear, achievable performance targets with deadlines. 4. Offer Support: Provide necessary resources, training, or mentorship to help them improve. 5. Monitor Progress: Regularly review their progress and offer additional guidance if needed. 6. Stay Positive: Encourage and recognize improvements to motivate continued progress.

Ensure to provide clear and honest feedback: during the process of team monitoring and development, it's common to soften criticisms to avoid discouraging the employee. While it is important to provide encouraging feedback, it must also be honest. Emphasize the improvements observed, but also highlight the aspects that still need improvement.

Typically, underperforming team members have underlying reasons (hidden agenda) for their performance issues. Once these reasons are addressed, their performance usually improves.

J'ai une approche que j'adopte avec mes collègues : - je collabore avec eux sur un projet, par exemple, que je supervise en leur offrant une participation de 75% des taches en leur demandant à chaque étape leur idée. à chaque fois, il est important de leur expliquer la procédure et la technique que nous utiliserons. De cette manière, ils sont impliqués dans toutes les décisions, ce qui renforce leur engagement et leur permettra de gérer les autres projets seuls, dans le but d'atteindre les meilleurs résultats possibles.