Your team member is missing deadlines. What can you do to get them back on track?

1 Identify the root cause

The first step is to understand why your team member is missing deadlines. Is it a lack of skills, resources, motivation, or clarity? Are they facing personal or professional issues that affect their work? Do they have unrealistic expectations or conflicting priorities? You need to have an honest and empathetic conversation with them, where you listen to their perspective and express your concerns. Avoid blaming, judging, or lecturing them, and focus on finding out the real problem behind their behavior.

2 Collaborate on a solution

Once you have identified the root cause, you can work with your team member to come up with a solution that suits both of you. You want to empower them to take ownership of their work and improve their results, not impose your will or micromanage them. You can offer your support, guidance, and feedback, but let them have a say in how they will achieve their goals. You can also help them set realistic and measurable deadlines, break down complex tasks, prioritize their workload, and track their progress.

3 Provide recognition and feedback

Another important step is to acknowledge and appreciate your team member's efforts and achievements, even if they are small or incremental. This will boost their morale, confidence, and motivation, and show them that you care about their growth and success. You can also provide constructive feedback on their performance, highlighting their strengths and areas for improvement, and suggesting ways to overcome their challenges. Make sure your feedback is specific, timely, and balanced, and that you follow up on their actions and results.

4 Address recurring issues

If your team member continues to miss deadlines despite your efforts, you may need to take more serious measures to address the situation. You may need to review and adjust their goals, expectations, and responsibilities, or assign them different tasks or projects that match their skills and interests. You may also need to involve other stakeholders, such as your manager, HR, or peers, to provide additional support, coaching, or intervention. You may even need to consider disciplinary actions or termination, if the problem persists and affects the team's performance and culture.

5 Model the behavior

Finally, as a servant leader, you need to set a good example for your team by meeting your own deadlines and delivering high-quality work. You need to show them that you are reliable, accountable, and committed to excellence, and that you expect the same from them. You also need to communicate clearly and frequently with your team, updating them on your progress, challenges, and achievements, and asking them for their input and feedback. By modeling the behavior you want to see in your team, you will inspire them to follow your lead and improve their performance.

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?