What do you do if team members' performance is not meeting expectations in delegated tasks?

1 Communicate clearly

One of the most common reasons for poor performance in delegated tasks is unclear or inconsistent communication. When you delegate a task, make sure you explain the purpose, scope, deadline, expectations, and resources available. Use SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) criteria to set clear goals and check for understanding. Provide feedback and guidance along the way, but avoid being too directive or intrusive. Encourage your team members to ask questions, share updates, and report any problems or challenges.

2 Assess the situation

Before you jump to conclusions or take action, try to understand why your team members are not meeting your expectations. Is it a lack of skills, knowledge, motivation, or resources? Is it a personal or professional issue? Is it a mismatch between the task and the person? Is it a misunderstanding or a miscommunication? Ask open-ended questions, listen actively, and empathize with your team members. Try to identify the root causes of the performance gap and avoid making assumptions or judgments.

3 Provide feedback and coaching

Once you have a clear picture of the situation, you can provide feedback and coaching to your team members. Feedback should be timely, specific, balanced, and focused on behavior and outcomes, not personality or character. Coaching should be supportive, collaborative, and goal-oriented, helping your team members develop their skills, confidence, and potential. Use the GROW (Goal, Reality, Options, and Way forward) model to structure your coaching conversations and help your team members create action plans and follow-up steps.

4 Adjust your delegation style

Depending on the situation and the person, you may need to adjust your delegation style to suit their needs and preferences. You can use the situational leadership model to determine the appropriate level of direction and support for each team member based on their competence and commitment. For example, if your team member is new or inexperienced, you may need to use a more directive style and provide more guidance and supervision. If your team member is competent and motivated, you may need to use a more delegating style and give more autonomy and responsibility.

5 Recognize and reward

Finally, don't forget to recognize and reward your team members for their efforts and achievements in delegated tasks. Recognition and reward can be formal or informal, tangible or intangible, individual or collective, but they should always be sincere, timely, and meaningful. Recognition and reward can boost your team members' morale, motivation, and loyalty, as well as reinforce positive behaviors and outcomes. Celebrate successes, acknowledge challenges, and express appreciation and gratitude.

6 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?