How can you resolve conflicts with team members who don't meet expectations?

As pessoas que têm oportunidade de trabalhar diretamente comigo muitas vezes se perguntam como eu consigo avaliar t?o rápido quem n?o está na mesma sintonia e na mesma pegada do projeto como um todo. O segredo é conversar e observar de perto o trabalho até ter certeza de que a entrega será satisfatória. Muitas vezes o profissional se vende muito bem até conseguir a vaga, mas na hora de entregar n?o existe fingimento. Ou o cara é bom ou n?o é, e isso fica claro aos olhos de quem está observando. Se o profissional se vendeu bem na entrevista já é o primeiro passo. O caminho é acompanhar de perto a entrega para poder substituir com agilidade se for necessário.

Once, we had a hiccup in the production line where deadlines were getting blurry. By pinpointing the bottleneck, we realized it was a miscommunication between two team members. Identifying this early saved us from a major delay.

Taking the time to gather information and analyze it carefully is crucial to finding the right solution. Feedback:?Talking to individuals directly involved,?asking open-ended questions,?and actively listening to their perspectives. Data:?Analyzing quantitative data like performance metrics,?attendance records,?or survey results to identify trends or patterns. ?Reports: Reviewing written reports or documentation for relevant information, historical context, or previous attempts to address the issue. ?Observations: Observing interactions, workflows, and decision-making processes to identify potential barriers or communication gaps.

Dê um feedback claro, direto e profissional. Muitas vezes a falta de entrega está relacionada à falta de clareza do que se espera por parte do líder. Confie na sua percep??o sobre a índole e transparência do profissional para saber até quando insistir no feedback e orienta??o.

There was a mix-up in project specifications that led to confusion. I organized a team meeting, encouraging everyone to voice their concerns. Clearing the air and ensuring everyone was on the same page transformed the project landscape.

Open and respectful dialogue is key to understanding the situation and finding solutions together. Remember, the goal is to have a productive conversation that leads to improvement, not to assign blame or create confrontation.

In a recent R&D venture, we set crystal-clear goals from the get-go. I shared a personal experience where lack of clarity led to a project veering off course. Establishing expectations early prevented a repeat performance.

Communication and collaboration are key. Don't hesitate to address any concerns or roadblocks as they arise and work together to find solutions. Remaining flexible and supportive, you can create a framework for improvement that empowers the team members to reach their full potential and contribute effectively to the team's success.

I recall a time when a team member exceeded expectations in problem-solving. Acknowledging their efforts not only boosted morale but also set a benchmark for others. Positive reinforcement can be a powerful tool in conflict resolution.

Regular and constructive feedback and recognition are crucial for motivating and engaging team members. We need to create a positive and supportive environment where the team member feels valued, motivated, and empowered to learn, grow, and contribute their best to the team's success. Remember, feedback and recognition are two powerful tools for building trust, encouraging collaboration, and achieving individual and team goals.

Escalation can be a necessary step if the performance issue persists despite your best efforts. However, it's important to approach it strategically and constructively. By approaching escalation thoughtfully and responsibly, we can increase our chances of reaching a resolution that benefits both the team and the individual facing performance challenges.

There was a case where internal discussions hit a dead end. I shared my experience of involving higher-ups to mediate. Sometimes, a fresh perspective or higher authority can untangle complex conflicts.

Reflecting on past projects, I highlighted a situation where conflicts weren't fully resolved. We implemented team-building exercises and workshops, learning from our experiences and evolving our conflict resolution strategies.