What do you do if your employees are struggling to overcome performance barriers?

Knowing what is stopping them from achieving the goals is key. Skill, Will or Thrill! Do they have the competence to get it done? Do they have the drive to get it done? Do they see the value and purpose in getting it done? Deep and meaningful conversations or fact finding will be a critical first step helping the team be high performers again.

Overcoming performance barriers is crucial for team success, but when employees struggle, identifying the issues is the first step toward improvement. Conduct a thorough analysis to identify the underlying reasons for the performance barriers, which may involve examining processes, resources, skills, or external factors. Provide tailored support to address each employee's challenges, including training, coaching, or restructuring tasks to align with their strengths. By identifying and addressing performance barriers, you can help employees overcome challenges and enhance their performance, leading to a more prosperous and productive team.

If employees are facing performance barriers, start by understanding their challenges. Offer support through training, clear instructions, and regular feedback. Encourage open communication to address issues collaboratively. Recognize and celebrate progress to boost morale. Tailor solutions to individual needs for effective performance improvement.

As an inclusive leader facing the challenge of a team struggling to overcome barriers to performance, I would choose to generate the following activities: -Foster an inclusive and supportive environment that builds trust and openness for the contributor to understand the root causes of barriers to performance. -Provide tailored support and resources (each person has his or her own learning enemies and motivators for change). -Set realistic collaboration goals and expectations. -Facilitate cross-functional collaboration (generate synergies between support areas). -Provide constructive two-way feedback.. -Monitor progress and adapt strategies. -Foster a culture of learning. -Celebrate individual and team successes.

To address performance barriers faced by struggling employees, follow this three-point strategy: 1. Understand the Issues: Listen and empathize with employees to uncover the root causes of their struggles. Create a safe space where they can openly express their challenges. 2. Provide Personalized Support: Offer individualized guidance and resources that address each employee's specific barriers. Set achievable goals and reinforce their progress with positive feedback. 3. Foster a Growth Culture: Encourage continuous learning and development opportunities. Create an environment where employees feel safe to take risks and learn from mistakes. You can help struggling employees overcome performance barriers and unleash their full potential.

If the gaps are in the fundamental elements of Skill Set, a focused sprint-approach to bring the competency could help. Mentoring them provides them constant reflection and possibilities for course correction.

If your employees are facing performance barriers, it's essential to address the issue promptly and supportively. Take the time to understand the underlying reasons for the performance barriers. This may involve conducting one-on-one discussions with the affected employees, focus on actionable steps they can take to overcome the barriers and achieve their performance goals. Break down larger goals into smaller, manageable milestones to provide a sense of progress and accomplishment.

A team that feels supported is going to perform. A common problem is leaders may not understand the support their teams need. An often overlooked skill in leaders is curiosity. A leader that is truly curious will uncover the needs of their team and help them self-identify custom goals. A leader that acts as a service/support centre to their staff will be seen as valuable and trusted resource for their team.

Providing support is key. Start with an open conversation to understand the challenges. Provide training, resources or guidance tailored to there needs. Encourage them to set achievable goals and celebrate progress. Sometimes changing roles and responsibilities also helps. The goal is to empower them to overcome obstacles while supporting you.

I like the idea of creating opportunities for wins to build confidence. Find alignment with current skills and achievable outcomes while strategically layering new levels of difficulty. Hands on guidance in an environment that embraces calculated risks and doesn’t punish reasonable mistakes may build confidence. Confidence is usually the result of a track record of successes and improved performance.

It's important to identify team members who are experts. Encourage them to find their bliss and facilitate their growth in areas unique to their skills and interests. Then, when someone is struggling with performance on a specific task, suggest they work alongside their expert peer. This is good for the employee who is struggling, since people can often learn better from their peers. It's also helpful for the expert to feel like they are contributing to the team. They are also given the opportunity to sharpen these skills by teaching and mentoring someone else.

Supporting employee performance improvement involves establishing clear expectations, providing regular feedback, setting SMART goals, offering training and development opportunities, providing coaching and support, recognizing achievements, ensuring resource availability, fostering innovation, promoting work-life balance, and emphasizing continuous improvement. By implementing these strategies, organizations can create a supportive environment where employees are motivated to enhance their performance and contribute effectively to organizational success

As much as setting the right goals is key, it is equally important to set milestones. Moving from 0 to 100 is not a long jump but rather a triple jump. Set milestones on the way to the final goal. These can be critical points in the journey or incremental goals. Either way, they help in moving people from point to point and in turn from resignation to belief in themselves.

Giving feedback at regular intervals and supporting better outcomes is critical to helping your team achieve success. It shows you care - ensure your suggestions at being given in the right spirit and avoid sarcasm.

And example of this monthly counselings done in the ARMY; when done correctly and taken seriously you are monitoring and recording progress towards their goal. You also have a chance to observe new obstacles along their path but ensure that they also know that they’re improving keeping motivation high.

One major reason why employees fail to achieve set goals is when their managers or leaders do not have a clear understanding of the challenges inherent in the task assigned. Such a manager will only yell, scream and threaten blindly. As a manager, it is important to note the possible challenges employees would face in their tasks and inform them ahead and if possible, have a brainstorming session together and explain how they can overcome challenges that would hinder their performance and achieve their results.

“Give a man a fish and you feed him for a day. Teach a man to fish and you feed him for a lifetime." In guiding employees, consider their individual learning styles and career aspirations. Provide opportunities for advancement. Foster a culture of open communication and continuous improvement. Acknowledge efforts, create a positive work environment, and remember, empowerment leads to engagement and better performance.

Build Mental Resilience - Help your employees develop mental toughness and resilience to overcome challenges and setbacks. Teaching these strategies for managing pressure, staying focused, maintaining confidence, and handling adversity.

Frequent and Open discussions on the Performance, while challenging them with Tough Love brings out the better of them. Keep adjusting to the needs of the team and the team shall acknowledge that their Leader understands them.

Consider that everyone on your team wants to perform well. Most strategies above could suggest a top-down approach. Instead, empower your team! Consider a simple review WITH the team to kick things off. Use a whiteboard (virtual or physical) to capture everyone's contribution. 3 questions to discuss in the group: First, everyone gives their number from 1-10 "How well do we work together as a team?" Then everyone shares on "What is working well in our team?" After that, question #3 "What is not working the way we want it to yet?" End by identifying 2 things from the 3rd question to work on, set clear agreements around who does what by when and how do we know. Conduct another review with the team in 4 weeks. Rinse and repeat.

Here's what you can do to help employees struggling with performance: Identify the Root Cause: Talk openly to understand why performance is lagging. Set SMART Goals: Work together to define Specific, Measurable, Achievable, Relevant, and Time-bound goals for improvement. Offer Support: Provide resources, training, or mentorship to address specific skill gaps. Monitor Progress: Regularly check-in to track progress and adjust the plan as needed. Focus on Solutions: Create a collaborative environment to find solutions, not dwell on blame.