What is the best approach to managing a team member who is dropping the ball despite being smart?

When a smart team member begins to drop the ball what’s the best option to handle it?

These and more are the very reoccurring questions we get with the smartest teams and one more reason most professionals would recommend you hire for attitude and train for skills.?

One of the things I’ve learned about most talent in the new workplace is that we have super smart humans who are young and can use all the digital tools in the workplace but have poor work skills the difference this time is that you need to have a great attitude and work effectively with humans.

A great attitude is equal to social skills and must be top-notch.? However, there are rules of engagement for team members who are great with their work but have baggage.?

Managing team members with poor work ethics and social skills can be challenging depending on where they are on the ladder of growth However It’s important to address the issue early on and provide feedback to the team member in question. Here are some tips that might? be helpful:

1. Be clear about your expectations: Make sure that your team members understand what is expected of them in terms of work quality, deadlines, and communication. Provide them with clear guidelines and feedback on their performance and be clear that they would be clear indicators for progress. The reason we do better in some environments most times and poorly in others is that the culture has a cause-and-effect approach. some inspire and propel you while others make you indifferent. find out what this is but be aware of patterns. For instance, if this is completely new or has happened to everyone in that position it might be a good time to look beyond the human

2. Set goals and monitor progress: Set goals for the team member and monitor their progress regularly. This will help you identify any issues early on and provide feedback to help them improve. The beauty of goal setting here is that it’s a two-way street and not individualistic. Monitoring and evaluation make more difference than just goal setting...

3. Provide special training and support: If a team member is struggling with their work or social skills, provide them with a different kind of training and support to help them improve. This could include coaching, mentoring, or additional training. The challenge most times is that we don’t think our teams need coaching because we push this to the HR manager. However, it's been found to be very helpful to most younger team executives in the workplace. Coaching doesn’t refer to HR having a session with team members. Coaching here refers to outsourcing the role to one who can help the team member beyond the politics and intricacies of work and be accountable. The HR can simply play the middle role effectively and not necessarily be the coach while some organizations set up a reverse mentoring programme among experienced teammates for different generations and the rest.

How did you handle your difficult team?

How are you handling your difficult team?

Love to hear.

Charles Umeh?is a Global – leadership author and Thought leader well-known for improving and helping the next generation in the workplace. He uses the tools of books, workshops, and knowledge events to achieve these goals. He has written and co-written six books on leadership, entrepreneurship, and innovation.

His TED Talk?Think like a changemaker?is a clarion call for the next generation to align with their work and calling. Charles works with teams and executives both as a shadow board and as a Third opinion for corporates and individuals his newest book?Redefining Talent?addresses the human skills challenge for the Executives and HR leading the next generation at work. He produces and hosts the?btcshow?a reservoir of knowledge for the upward mobile and next-generation entrepreneurs and intrapreneurs You should subscribe.

Charles Leads the team of facilitators and thought leaders at the work lab in a continuous learning program The worklab was birthed to equip humans in the various industry in the workplace to build structures that align with modern-day realities at work.

The worklab targets the next generation in the workplace and focuses on a much more profound learning approach to continuous learning of basic human skills for Generation Next in the workplace. Our modules cater to them fresh graduates, middle team leads, managers, professionals trying to transition to higher roles, intrapreneurs transiting to full entrepreneurship, and our newest addition worklab for kids which helps kids align with values for everyday living and work. Sign up for the?worklab.?www,breakingthecoconut.com

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