Your team member is struggling despite your efforts. How can you turn their performance around?

One of the ways, I used to follow is setting up open discussion to understand their needs and challenges as where the team members are stuck and what is their expectation for help/ guidance. I also try to understand if everything is fine at their personal side, are they facing challenges in personal front. If so, I insist them to take some time off and come back with force. If anything needed in their professional front, then I try to understand what are the challenges, what solutions I can provide with like any resources, training, connecting with business or collaborating with other team members.

No one is perfect, but everyone has unique strengths. As a leader, it’s your mission to help your team member grow and become a powerhouse, ready to tackle challenges independently. Create a supportive, encouraging environment where they feel safe to overcome obstacles. Just like #OptimusPrime leads with courage and inspiring words, walk alongside your team member, offer motivational talks, and provide clear guidance. Celebrate their progress with enthusiasm, reminding them that with the right support, they can achieve extraordinary things. Believe me, creating a positive, empowering atmosphere helps everyone reach their full potential, just like a Prime-time victory!

The manager should first create a safe space for team members to speak up. This approach builds trust and encourages team members to share their challenges more openly, making it more effective to address underlying issues.

You want to focus the team member on the right activity that will drive their performance to goal. Activity metrics always in measurable steps. The team member more than likely is losing confidence. You have to address that through positive reinforcement and have them reach daily, weekly and monthly activity goals. Stay focused on activity and the goals will come.

When a team member is struggling, setting clear and achievable goals can be a transformative step towards improving their performance. I start by having a one-on-one discussion to understand their challenges and motivations. Together, we define specific, measurable, achievable, relevant, and time-bound (SMART) goals that provide a clear direction and a sense of purpose. For example, if a team member is having difficulty managing time, we might set a goal to complete daily task lists and review them weekly to track progress. This structured approach not only helps the individual organize their workload but also provides regular opportunities for feedback and adjustment, enabling continuous improvement and boosting their confidence.

I see this being a big issue within teams. Many set goals, but few provide the roadmap to achieve them. Tracking your goals on a weekly basis is paramount to helping a teammate get back on track and holding them accountable to do so.

Muitas vezes as pessoas ficam aquém do seu potencial, n?o por falta de competência, mas por falta de organiza??o e planejamento. Nesses casos cabe estabelecer objetivos claros para que o profissional saiba o que é esperado dele e possa aplicar seus conhecimentos e experiência naquilo que de fato irá agregar valor e contribuir para seu desempenho e desenvolvimento.

Setting clear and achievable goals help to avoid confusion by ensuring there are no mixed instructions. Making them understand how to prioritise their efforts can also help. Achievement of these set goals will help them to have a sense of accomplishment. Maintaining open communication to regularly review would also help.

Be there for them. Stay persistent, tweak things a bit if conventionally things aren’t happening even after relentless repetitions. Make them believe you trust in their capabilities, keep highlighting their potential. Most importantly make them feel they still are an integral part of the team. Eventually am sure things would turn around.

In my experience, the one thing that people often miss while providing support is giving the person who is struggling his/her space. Often people end up over-supporting causing more stress for the employee. Support is best offered by talking to the employee once, giving them their time and space to sort the issues out. Help them where they need one and communicate to them that they have open channels and nothing to worry about till they figure out their issues and solve for them.

When I see a team member struggling, I know I need to step in with empathy and support. I make myself available to answer their questions, offer constructive feedback, and provide encouragement. I create a safe space for them to open up about their challenges without fear of judgment. By being a steady source of support, I help build their confidence and empower them to overcome obstacles. I believe in their potential and show it through my actions, which helps to strengthen our team's bond and resilience.

Já passei por experiências onde recebia o feedback (que nem sempre era claro o suficiente) mas n?o tinha o apoio adequado para promover as melhorias e ajustes necessários. O apoio da lideran?a é fundamental para que qualquer profissional, em qualquer nível hierárquico, possa ter a seguran?a adequada para realizar o trabalho esperado com qualidade.

Performance comes from Will and Skill. If there is no will issue, invest in skill building is the right way forward. If after a defined period yet there is bo significant improvement in results, need to take a call on movement.

When a team member struggles, fostering their skills is key. I identify gaps through performance reviews and tailor training sessions to address these needs. For example, if someone is weak in data analysis, I might enroll them in a relevant course or provide software tutorials. This targeted approach helps build their competence and confidence, directly improving their performance.

To level up your team member’s game, focus on boosting their skills with targeted development opportunities. Think formal training sessions, workshops, or some one-on-one coaching magic. Encourage them to tackle tasks that push their limits, but make sure they’ve got the resources and support to crush it.

If it's a skill issue, consider training or pairing them with a more experienced colleague. If it's about workload, look at redistributing tasks or improving processes.

Encourage them to develop new skills by identifying areas where they could benefit from additional training or practice. Offer resources or suggest workshops and courses that align with their needs. Provide opportunities for them to apply and practice these skills in real work scenarios. Give constructive feedback to help them improve and celebrate their progress as they grow.

One thing I've found helpful when monitoring the progress of a struggling software engineer is setting up regular check-ins. These sessions allow us to discuss their achievements and challenges in a more informal, supportive environment. Instead of just focusing on what's not working, I use these meetings to highlight their successes and provide constructive feedback on areas needing improvement. This approach not only keeps the momentum going but also makes it easier to tweak our strategies on the fly, ensuring that the support plan remains effective and aligned with their development needs.

To turn a struggling team member's performance around, I consistently monitor their progress. I set up regular check-ins to review their work, discuss improvements, and adjust goals if needed. This ongoing feedback loop helps keep them on track, provides encouragement, and ensures any issues are addressed promptly, leading to steady improvement.

After setting clear, realistic goals, it's important to keep a close eye on their progress through regular check-ins. These touchpoints provide an opportunity to offer feedback, celebrate small wins, and make any necessary adjustments to their goals or support. By actively monitoring their progress, you not only help them stay on track but also show that you're invested in their success.

Set up regular check-ins. Daily or weekly, depending on the situation. These should be focused, two-way conversations about their work and challenges. Use measurable metrics. Identify key performance indicators (KPIs) relevant to their role. Track these consistently to objectively assess improvement. Acknowledge and reinforce positive changes, no matter how minor. Remember, the goal of monitoring is to support their improvement and not to build a case around them.

Keep tabs on their progress by regularly checking in and staying informed about how they’re doing. Set clear and achievable goals to help them focus on what needs to be done and provide a sense of direction. Make sure to offer positive reinforcement to motivate them. Recognize their efforts and celebrate even the small wins to help build their confidence and keep them engaged. Your support and encouragement can make a big difference in their performance and overall morale.

When a team member struggles, I adapt my leadership style—whether it's offering more hands-on guidance or stepping back to give them space to find their rhythm.

The first step is to discover exactly what motivates this member. 1. Talk to her about motivators. In reality, people are typically motivated by their unmet needs, such as the need for recognition. These unmet needs differ from person to person, so it’s vital you consult with her directly to uncover their motivators. 2. Have her list and rate her motivators. Have her complete an assessment where she lists and ranks her motivators, and you do the same, based on your understanding of what her motivators might be. 3. Discuss the team member's list – There’s a good chance that after comparing your lists, you’ll find she is motivated by completely different things than you thought. Take the time to discuss the results with her.

Pair them with a mentor or involve them in professional development opportunities tailored to their needs. By creating an inclusive, supportive environment, I'd help them reset their mindset and re-engage with their responsibilities, ensuring they are equipped to succeed and contribute positively to the team.

Things I found helpful in the past to tackle such scenarios are: -Discuss and get insights to identify possible reasons for poor performance. -Offer one or more better approach to improve performance, and choose the one that is best suited and doable for the individual. -Monitor and adjust until we get the expected results within the defined timeframe.

Not every solution works for every situation, and what works once might not work again. That's why it's crucial to adapt your approach when helping a struggling team member. Even with clear goals and regular check-ins, you might need to change tactics based on how they're progressing and the feedback they provide. If the original plan isn't delivering results, be open to trying new strategies—whether it's offering more training, adjusting their workload, or providing additional support.