How can you use PM feedback to improve underperformance in your team?

1 Identify the gaps

The first step in using PM feedback to improve underperformance is to identify the gaps between the expected and actual performance of your team members. You can use various sources of data, such as metrics, observations, surveys, or self-assessments, to evaluate the performance of your team members against the standards and objectives you have set for them. You should also consider the factors that may influence their performance, such as skills, knowledge, resources, motivation, or external challenges. By identifying the gaps, you can pinpoint the areas where your team members need to improve and the reasons behind their underperformance.

4 Involve your team members in the feedback process

The fourth step in using PM feedback to improve underperformance is to involve your team members in the feedback process. You should not treat feedback as a one-way communication, but rather as a dialogue that allows your team members to share their perspectives, concerns, and ideas. You should ask open-ended questions that encourage your team members to reflect on their performance, identify their strengths and weaknesses, and propose solutions for improvement. You should also listen actively and empathetically to their responses and acknowledge their feelings and opinions. By involving your team members in the feedback process, you can increase their ownership and commitment to their performance improvement.

5 Follow up and monitor progress

The fifth step in using PM feedback to improve underperformance is to follow up and monitor progress. You should not leave the feedback as a one-time event, but rather as a continuous cycle that requires follow-up and monitoring. You should set clear and realistic goals and action plans with your team members, and check in with them regularly to track their progress and provide additional feedback or support as needed. You should also celebrate their achievements and recognize their efforts and improvements. By following up and monitoring progress, you can ensure that your team members are on the right track and motivated to keep improving.

6 Adjust your feedback style and approach

The sixth step in using PM feedback to improve underperformance is to adjust your feedback style and approach. You should not use the same feedback method for all your team members, but rather adapt it to their individual needs, preferences, and personalities. You should consider factors such as their level of competence, confidence, motivation, and receptiveness to feedback, and tailor your feedback accordingly. For example, you may need to use more positive and supportive feedback for team members who are low in confidence or motivation, and more challenging and direct feedback for team members who are high in competence or receptiveness. By adjusting your feedback style and approach, you can enhance the effectiveness and impact of your feedback.

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?