Your team is underperforming. How can you motivate them to reach their full potential?

Fazer um raio X das soft skills de cada membro do seu time é importante para evitar falta de engajamento, que alguém trabalhe desalinhado com os seus pontos fortes. Entenda o que move cada membro do seu time. Entenda de onde vem a atitude de cada um deles. Entendendo a atitude, você consegue manejar as metas, projetos e tarefas, de forma que elas sejam positivas e n?o negativas.

consider the following alternative approaches: Review Goal-Setting Processes: Often, the root of the issue lies in unclear or unrealistic goals. Work with your team to set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) that are clearly communicated and understood by everyone. This ensures that each team member knows what is expected of them and how their contribution leads to overall success. Analyze the Work Environment: Another critical factor can be the physical and psychological work environment. A supportive, positive workplace fosters motivation and productivity. Review whether the work environment meets your team members' needs and make adjustments to create a collaborative and inspiring setting.

The importance of revealing the root cause before introducing any measures to enhance the process cannot be underestimated. There can be various ways to do it, from analyzing global trends to one-on-ones with the team.

In addition to the SMART concept: *Encourage Personal Growth - Focus on aligning team objectives with individual career aspirations. By understanding and supporting each member's personal growth goals, you can create a more engaged and motivated team. This approach not only boosts productivity but also fosters a sense of personal achievement and satisfaction. * Foster a Culture of Ownership - Empower your team by encouraging them to take ownership of their projects. This means giving them the autonomy to make decisions and the confidence that their input is valued. When team members feel a sense of ownership over their work, they are more likely to be motivated, take initiative, and push themselves to achieve excellence.

Além disso, gerencie por projetos. De projetos audaciosos para cada membro do seu time, de forma que eles possam mostrar o seu valor para outras áreas, outros líderes, da empresa. Depois de descobrir os pontos fortes de cada membro do seu time, fa?a-os ter projetos alinhados com essas fortalezas.

Nossa cultura tende a falar mais tempo em pontos fracos do que em pontos fortes. E por que n?o dar feedbacks positivos, discutir com os membros do seu time, como melhorar ainda mais as técnicas dos seus pontos fortes, para que seja uma autoridade no assunto. Gere exposi??o para o seu time nessas áreas de pontos fortes, para que tenham reconhecimento do clevel, para que sejam reconhecidos por bons trabalhos em determinadas áreas, para que sejam conhecidos para que possam gerar interesse desse board, para futuras promo??es de cargo.

Here's one anecdote of a real case: Alex, a manager, noticed Jamie, a developer, was underperforming due to feeling overwhelmed. Instead of focusing on shortcomings, Alex met with Jamie, recognizing her talents and discussing her career aspirations. Discovering Jamie's interest in machine learning, Alex aligned her next project with this passion and provided mentorship. Empowered, Jamie took ownership, her performance soared, and her project significantly contributed to the startup's success. This approach not only boosted Jamie's confidence but also highlighted the power of supportive leadership in unlocking potential.