Your team is underperforming. How can you use performance management tools to improve their productivity?

Leader should create an environment where people can share views freely in respectful manner. Once that environment is available, team can share their concerns without the fear of getting punished.

"Assess the needs of your team like you would scan for the important pieces in a puzzle." - Simon Sinek ?? Kickstart your team’s productivity with a thorough assessment of their needs. Identify skill gaps and challenges! ???♂??? Use tools like surveys and one-on-one meetings for insights. Ready to listen and adapt your management approach based on real data? Let’s understand and address what’s holding them back together! ????

Start by assessing their needs comprehensively: Identify Key Performance Indicators (KPIs): Define clear and measurable goals that align with organizational objectives to track progress effectively. Conduct Performance Reviews: Regularly evaluate individual and team performance against set KPIs, providing constructive feedback and recognition for achievements. Offer Training and Development: Identify skill gaps and provide targeted training programs to enhance competencies and support professional growth. Implement Performance Improvement Plans (PIPs): Work collaboratively with underperforming team members to create action plans outlining specific goals, timelines, and support mechanisms for improvement..

- Consider benchmarking your team's performance against industry peers or high-performing teams within your organization. This external perspective can help you identify areas where your team is lagging behind and uncover best practices that can be adopted to improve productivity. Utilize tools like market research, competitor analysis, and internal performance comparisons to gain a well-rounded understanding of your team's relative standing and identify opportunities for improvement. - Consider administering diagnostic assessments to gain deeper insights into specific areas of concern. This could include skills assessments to identify knowledge gaps, personality tests or problem-solving exercises to evaluate critical thinking abilities.

Key Performance Indicators (KPIs) are more than just numbers—they're the tools that help organizations understand and improve their operations. However, for KPIs to truly make an impact, they need to measure what really matters. It's vital that organizations take the time to ensure their KPIs are not just being tracked and reported, but are actually answering key questions and helping leaders make better decisions. A regular review of these indicators can keep them aligned with strategic goals and genuinely useful.

start by setting clear objectives Define Clear Goals: Establish specific, measurable, achievable, relevant, time-bound (SMART) objectives that align with overall business goals and team responsibilities Communicate Expectations: Clearly communicate performance expectations, including key performance indicators (KPIs) metrics, and deadlines, to ensure everyone understands their role in achieving objectives Monitor Progress: Use performance management tools to track progress regularly, identify areas of improvement, and measure performance against set objectives Provide Feedback: Offer timely and constructive feedback to individuals and the team, highlighting strengths, addressing areas for improvement, and linking feedback to goal attainment

Alongside KPIs and SMART goals, consider implementing OKRs (Objectives and Key Results) to provide a more comprehensive framework for goal setting. OKRs emphasize ambitious objectives and measurable key results, fostering alignment, focus, and transparency within your team. Additionally, utilizing performance dashboards and regular check-ins can help track progress, identify areas for improvement, and provide timely feedback, facilitating continuous growth and development.

When I first started as a people manager, I found performance management challenging. I realized I needed to shift my mindset to see it more as "performance improvement". The main goal should always be to help people get better at what they do. With this in mind, I began to set relevant and realistic goals tailored to each person's abilities. This approach really helps because it makes it easier for each team member to accept and commit to the plan. Getting their buy-in is crucial. They need to stay motivated and have trust into the system to help themselves come back on track.

A more proactive approach, but simply by being extremely clear on your team’s roles, responsibilities and your expectations from the very start, can help dramatically.

Always remember the “70-20-10” rule of workplace learning: 70% of effective professional learning takes place on the job, 20% from mentoring with skilled and experienced personnel, and 10% from formal education. Creating a development program based on this three-tiered approach will yield results that are both successful and cost-effective.

Consider implementing training initiatives: Identify Skill Gaps: Use performance assessments and feedback to pinpoint areas where team members lack skills or knowledge impacting their performance. Tailor Training Programs: Develop targeted training programs or workshops to address identified skill gaps, ensuring content is relevant, engaging, and aligned with performance improvement goals. Utilize E-Learning Platforms: Leverage e-learning platforms and resources to provide accessible, self-paced training modules, allowing team members to learn at their convenience. Encourage Continuous Learning: Promote a culture of continuous learning and development within the team.

I've found that creating opportunities for shadowing more experienced team members can be incredibly beneficial. It allows team members to learn directly from their peers, gaining practical insights and tips that may not be covered in formal training programs. Additionally, hosting regular skill-building workshops or lunch-and-learn sessions where team members can share their expertise on specific topics can foster a culture of continuous learning and collaboration within the team.

Each and every member of your team is an investment. Safeguard them by offering training sessions as they go. Training sessions, especially refresher courses and workshops help to motivate and keep team members interested in their work.

Offer constructive feedback. Retrospectively see the bigger picture. Honestly and openly explain how and when we all failed, and give clear solutions on how do we all get back on tract and perform good. General team meetings are the first step to gaining confidence. Team buildings and team meetings will bring better communication and 1-1 meetings will make each individua feel valuable in the organization.

Providing constructive feedback is crucial: Regular Feedback Sessions: Schedule regular one-on-one or team feedback sessions to discuss performance, identify strengths, and address areas for improvement. Specific and Actionable Feedback: Offer specific, actionable feedback focused on behaviors and outcomes, highlighting both achievements and areas needing improvement. Goal Setting: Collaboratively set clear, measurable goals and objectives aligned with individual and team performance expectations, using SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound). Performance Metrics: Utilize performance metrics and Key Performance Indicators (KPIs) to track progress, measure success, and provide data-driven feedback.

An effective feedback technique is the "feedforward" approach. Instead of focusing on past performance, feedforward emphasizes future development by providing suggestions and advice on how to improve going forward. This approach encourages forward-thinking and constructive dialogue about growth opportunities rather than dwelling on past mistakes. It allows individuals to focus on their potential and actively work towards improvement without feeling discouraged by past shortcomings.

The value of feedback lessens the longer you leave it. PDRs and 121s are good for summarising what’s gone well and what can be improved, but in the moment feedback could have the most impact.

Feedback é uma ótima ferramenta para alinhar expectativas, entender o que se passa com o colaborador, demonstrar preocupa??o e proximidade em uma conversa com os liderados pode auxiliar na manuten??o/alavancagem de resultados.

Monitoring progress is key: Performance Metrics: Define clear performance metrics aligned with team goals and individual responsibilities. Use tools like Key Performance Indicators (KPIs) to track progress. Regular Monitoring: Implement regular performance reviews and check-ins to assess progress, identify obstacles, and provide timely feedback. Data Analysis: Use data analytics tools to analyze performance trends, identify patterns, and gain insights into areas of improvement. Goal Tracking: Monitor goal attainment and milestones, adjusting strategies and priorities as needed to ensure alignment with overall objectives.

- What can be measured can be improved - course correction is the key - focus on leading indicators rather than lagging indicators - seek help when you get stuck - be experimental and creative to solve problems

To maintain a clear view of your team's progress, consider implementing regular check-ins and milestone reviews. These can be informal discussions or formal meetings where you assess each team member's progress, address any challenges they're facing, and provide support or guidance as needed. By staying informed about their progress, you can offer timely assistance, recognize achievements, and keep everyone motivated and aligned with the team's objectives.

Atualmente precisamos ter uma gest?o baseada em dados, monitorar os resultados é fundamental para entender o atual cenário que a organiza??o se encontra e onde agir para que melhore.

“What brought us here isn’t what will get us there.” The what of the strategy might refer to the people, the process, the enterprise objectives, the individual KPIs, the technology, or any combination of these. Is the underperformance linked to or exacerbated by a shift in the components? Have you asked (and listened) to the team’s feedback on what obstacles they need help clearing to advance? What can you contribute as a leader to release any bottlenecks that are uncovered?

Supplementing the six points, and aligning specifically to point number five on "celebrating success," it is paramount to institute "performance incentives systems."This will provide an avenue to motivate the team members. A glaring example will be recognition programs for outstanding contributions and bonuses for surpassing targets.

Tudo parte da estratégia organizacional, alinhar as a??es de engajamento ao objetivos estratégicos da organiza??o, encurta caminho para ter os resultados alcan?ados!

Is the team underperforming because of external factors or internal ones? As easy as it is to look at new management tools, perhaps the tool that we should look at is emotional and mental management. If team members do not feel appreciated or supported; or if there are malignant dynamics within the group, these can hinder performance. To assess underperformance, means taking a deeper look at the individuals within this team. Learning what matters to them in work and life, how valued they believe they are, the level of autonomy that they need to be empowered and their overall level of perceived psychological safety, is often a much needed evaluation that supersedes implementing any type of performance management platform of software.

If your whole team is underperforming, and not just individuals, this might be an opportunity for you to ask for feedback (directly or via 360). This could identify gaps in your management style which if developed, could better support your team.

Performance management tools have really transformed how we support our team's productivity. By setting clear goals and keeping the lines of feedback open, we ensure everyone is clear on expectations and feels supported in their efforts. It’s about building a culture where successes are celebrated and challenges are tackled together—keeping everyone engaged and moving forward.