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What do you do if your research team is underperforming and needs constructive feedback?

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When your research team isn't meeting expectations, it's crucial to address the issue promptly and effectively. Underperformance can stem from various factors, including unclear goals, lack of resources, or interpersonal conflicts. As a manager, you need to identify the root causes and provide constructive feedback to help your team improve. It's essential to approach the situation with a supportive attitude, ensuring that your team understands that the goal is to enhance performance, not to assign blame. Open communication and a collaborative approach to problem-solving can set the stage for a turnaround in performance.

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Dr. Nagahanumaiah ,

Director at CMTI - Central Manufacturing Technology Institute
Ding Wang

Program Developer | Helping innovators apply LLM in their survey and reporting projects
Domingos Matamba

Coordenador de Negócio Digital, Thinker&Speaker, Formador para Desenvolvimento Pessoal e comunica??o, co-mentor de…

1 Identify Issues

Before you can offer constructive feedback, you must identify the specific areas where your team is underperforming. Analyze project timelines, quality of work, and team dynamics to pinpoint problems. It's important to gather data and examples to back up your observations. Once you've identified the issues, consider whether they stem from individual performance, team collaboration, or external factors. Understanding the source of the problem will guide you in providing targeted feedback and developing an effective action plan.

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Dr. Nagahanumaiah ,

Director at CMTI - Central Manufacturing Technology Institute
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Addressing the challenges of team underperformance demands a layer of emotional and psychological intelligence, which some research managers may struggle with. Despite individual differences, R&D managers must focus on behavioral skills and objectively identify the root causes of underperformance. Feedback should already be guiding the way, providing clear directions for improvement rather than leading the team in circles. The key message for improvement from an R&D manager should focus on two aspects. Firstly, setbacks are learning opportunities; every challenge has a solution. Secondly, confidence-building is essential. The mantra to follow is "Believe, Achieve, Receive."

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Ding Wang

Program Developer | Helping innovators apply LLM in their survey and reporting projects
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One crucial insight often overlooked in identifying team underperformance is the role of psychological safety. Creating an environment where team members feel safe to express concerns, admit mistakes, and share new ideas without fear of punishment or embarrassment can significantly enhance problem identification. Studies have shown that teams with high psychological safety are more successful because they can surface and resolve issues more effectively and quickly. Adding a layer of emotional intelligence to the identification process, by being mindful of how feedback is perceived and ensuring a supportive atmosphere, can transform the dynamics of addressing underperformance.

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2 Set Expectations

Clear expectations are the foundation of high performance. Ensure your team understands the project goals, deadlines, and quality standards. If these were not well-communicated initially, take the time to clarify them now. Explain how each team member's work contributes to the overall success of the project. By setting clear expectations, you provide a roadmap for your team to follow, making it easier for them to focus their efforts and measure their progress.

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3 Provide Feedback

When giving feedback, be specific, objective, and focus on behavior rather than personal attributes. Use concrete examples to illustrate where improvements are needed and discuss possible solutions. Encourage an open dialogue by asking team members for their perspectives and suggestions. This approach not only makes the feedback more palatable but also empowers your team to take ownership of their performance improvements.

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Domingos Matamba

Coordenador de Negócio Digital, Thinker&Speaker, Formador para Desenvolvimento Pessoal e comunica??o, co-mentor de projectos disruptivos e inovadores, Gestor de Customer Experience e Formando em Customer Success!
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Penso que o feedback claro e positivo, é um dos pontos mais importantes para o acompanhamento de equipas. Desde a defini??o clara dos objectivos, até a entrega, durante o período, o feedback potência os resultados que s?o necessários. Falar com as equipas continuamente, é importante para que cada um perceba onde está, e como está, a fim de poder ter igualmente o suporte em caso de necessidade, para ultrapassar os desafios que surgirem ou surgiram.

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4 Foster Development

Encourage continuous learning and development within your team. Offer opportunities for skill enhancement through workshops, seminars, or online courses. Tailor development plans to individual team members based on their needs and career goals. By investing in your team's growth, you not only improve current performance but also prepare them for future challenges, fostering a culture of excellence and adaptability.

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Arunima Aditya

Health Sciences Journals Commissioning Editor| Strategic Content Acquisition Specialist | STM Journals Publishing and Portfolio Growth Management (views my own)
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Investigating the root cause of the issue is an instrumental step in addressing any concerns around the team's underperformance. One to one conversation with colleagues followed by a team meeting to address any setbacks or concerns in a collaborative way promotes transparency and the team's overall functioning. Besides fostering a supportive framework for all colleagues' performance, it is crucial to define any learning or skill-based needs of the team to nurture growth in performance. Setting a structured path towards professional development may not only enhance the performance and bring a diverse skill set to the team but also construct a firm foundation for their future ventures and foster interest in their current learning curve.

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5 Encourage Collaboration

Promote a collaborative environment where team members feel comfortable sharing ideas and seeking help from one another. Facilitate regular team meetings to discuss progress, brainstorm solutions to challenges, and celebrate successes. Encourage team members to work together to find innovative approaches to problems. A collaborative culture can lead to improved problem-solving, increased innovation, and a more cohesive team.

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6 Monitor Progress

After implementing changes, it's important to monitor progress and provide ongoing feedback. Set up regular check-ins with your team to discuss advancements and address any new challenges that arise. Recognize and reward improvements to motivate your team and reinforce positive changes. Continuous monitoring ensures that your team remains on track and that any underperformance is addressed promptly.

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7 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?

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Domingos Matamba

Coordenador de Negócio Digital, Thinker&Speaker, Formador para Desenvolvimento Pessoal e comunica??o, co-mentor de projectos disruptivos e inovadores, Gestor de Customer Experience e Formando em Customer Success!
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Em primeiro lugar, é importante que todas as metas sejam devidamente mensuradas, de formas a que, se tenha, um domínio do que se pretende. A seguir, a defini??o dos passos ou estratégias para alcan?ar o resultado pretendido. Naturalmente existe espa?o para criatividade e busca de novos caminhos para as solu??es que se pretende, e por isso, precisamos estar abertos a obten??o destas novas propostas para que tenhamos êxito, ainda que seguindo um caminho mais inovador, ou simplesmente o ideal, que é o caminho da disciplina pois é altamente funcional.

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What do you do if your research team is underperforming and needs constructive feedback?

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1 Identify Issues

2 Set Expectations

3 Provide Feedback

4 Foster Development

5 Encourage Collaboration

6 Monitor Progress

7 Here’s what else to consider

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