Your team is falling behind on performance goals. How can you help them turn things around?

Addressing the root causes of underperformance, setting clear goals, enhancing communication, providing necessary resources and training, fostering a collaborative environment, and continuously monitoring progress can help the team improve their performance and achieve their goals. Assess the Situation by identifying Root Causes. Set Clear Objectives to provide clear direction and expectations. We have to enhance the communication by building regular communication channels and structured methods. We also need to provide learning and development support. Plus, we need to foster a Collaborative Environment. All this should be done with a structured Monitor system to ensure fairness.

Three key things for me: Hold a retrospective - this will help you all understand what's getting in the way, what's working and what to try next. It also help to ensure that everyone is clear on goals and priorities. Focus on strengths - use the reflective insight and experience to play to individual strengths. Allocating tasks based on where people get their energy can transform team performance and experience. Visualise the work - use a simple whiteboard to create transparency about what needs to be done, what you are all doing and what's been done. This will help identify the root causes of workflow challenges.

Identify Root Causes: Assess if issues stem from skills gaps, motivation, resources or processes Provide Training & Support: Offer coaching, mentoring and tools to address skills and knowledge deficiencies Clarify Goals & Expectations: Ensure everyone understands objectives and their role in achieving them Recognize Effort & Progress: Celebrate small wins and acknowledge team members' hard work Optimize Processes: Streamline workflows, eliminate bottlenecks and leverage technology to boost efficiency Lead by Example: Model the behaviors and mindset you want to see from your team

Start by having an honest chat with them to understand what’s holding them back. Maybe they need clearer guidance or resources. Set new goals together that are specific and achievable. Offer support whether it’s training, mentoring, or even restructuring tasks. Keep motivation high with positive feedback and rewards for hitting milestones. And stay flexible sometimes adjusting tactics mid-game can make all the difference. Together, you can get back on track and crush those goals.

To help the team turn things around, one should conduct one-on-one meetings to identify challenges, provide targeted training, set clear, achievable goals, and foster open communication. Encouraging collaboration and celebrating small wins can boost morale and motivation, ultimately driving improved performance towards our goals.

Once you’ve identified the challenges, it’s crucial to adjust your team’s #goals to ensure they are within reach. Make sure these goals adhere to the SMART criteria: specific, measurable, achievable, relevant, and time-bound. Imagine a software development team working on a major product update. Initially, their goal was to complete the entire update in two months. Recalibrating goals to be more achievable is essential for maintaining team morale and ensuring a clear direction. By adhering to the SMART criteria and breaking down #larger objectives into smaller, #manageable tasks, teams can #track their #progress and build momentum with each small victory and consistent and sustainable progress towards the overall project goals.

Ambitious goals are great, but they need to be realistic to keep everyone motivated. I learned this lesson when leading a project with a super ambitious three-month goal. Everyone was excited at first, but soon felt overwhelmed. The stress was intense, and morale was sinking fast. We took a step back and reassessed our approach. I gathered the team, and we reviewed our goals using the SMART framework. We broke the project down into smaller milestones with realistic timelines. This change made a huge difference. Our goals felt more achievable, and the team's confidence grew. Every milestone we hit was a small victory. In the end, we launched the product successfully, a bit later than planned, but the journey was way more manageable.

O acompanhamento das tarefas distribuídas será determinante para o alcance das metas. Quando se acompanha um projeto com o tempo adequado, o gestor tem tempo hábil para refazer a rota determinada, se necessário. E isso só é possível se o gestor conhecer bem a equipe e distribuir corretamente as atividades para o time.

Before setting goals, first identify the challenges. Prepare the team to face them by assigning responsibilities based on each member's strengths. Understand that not all team members will produce equal output. Foster a sense of togetherness and collaboration. This approach ensures that everyone is working to their full potential, leveraging their unique skills for the collective success of the team. Building a cohesive team that supports each other will lead to better problem-solving and more effective achievement of goals.

I apply this to all my clients. Achievable goals always lead to better outcomes. I coach my clients with questions like: What can you do in the short term? What could be the result? What will you gain? How long will it take? Who can help you? Once they reach their short-term goals, I encourage them to reward themselves.

I have been in situations where team members tend to slack on their portion of a project. I completely understand that life happens whether there has been a death in the family or any other personal struggles. It is important to communicate that to the group. You do not have to articulate the details of the situation to your team members; just give them a heads up that you may not be able to complete you role in a timely manner due to personal emergencies. As a teammate, it is imperative that you offer to help your team member out for two reasons- one, so that the project does not fall through and two, so your team member still feels valued in the project and not overlooked.

O papel do gestor para a melhora de performance de um time é crucial, pois a sua visão macro otimiza o processo. O suporte durante este período deverá incluir empatia, conhecimento do processo e as ferramentas necessárias para a execução. Sem isso, o time tenderá a ficar desengajado. É papel do gestor garantir que todos possuam as ferramentas corretas.

I recently read a comment on #Quora from an employee of a major IT company. He mentioned being put on a PIP (Performance Improvement Plan) and realizing it was a sign to start counting his days at the company. He says he never got any #support from his manager. Isn't a PIP generally perceived in the same way? Extending support to a team member is crucial. - Ensure your team has the #tools and #resources they need, whether it's additional training, new software, or balancing workloads. - If #personal issues , health issues etc affect #performance, be #empathetic and offer #flexible working arrangements when possible. - A supportive environment where everyone feels #valued and #empowered leads to the best contributions.

A comunicação eficaz fortalece os relacionamentos interpessoais, criando um ambiente de confiança e colaboração. Quando os membros da equipe se comunicam de forma aberta e honesta, eles constroem um ambiente onde se sentem seguros para compartilhar ideias, expressar preocupações e fornecer feedback. Tudo isso aumenta a coesão da equipe e promove uma cultura organizacional positiva.

Trabalhe com cada membro da equipe para criar um plano de desenvolvimento personalizado que alinhe os objetivos pessoais de carreira com as necessidades da empresa.

Es crucial fomentar el crecimiento profesional del equipo, alineando los objetivos personales con los objetivos de la empresa, con planes de carrera personalizados y objetivos claros a seis meses para evitar la falta de motivación y estancamiento.

As an Executive Coach, I am frequently asked to assist with accountability. This can mean I’ve been given permission to hold my client’s feet to the proverbial fire and provide a measure of insurance that my client will actually do what they have said they will do. Here's some of my favorite hold people accountable hacks: 1. Assign someone (a coach or consultant) to hold feet to the fire 2. Go full transparency and clear the air with pointing out the blind spots that are causing the lack of production to be occurring. 3. Pay for someone to say the hard things or take decisive action to reset the team and the culture. Performance fails where performance failure is tolerated. I have a few more on my most recent blog post on our website.

A few days ago, I had an in-depth conversation with a department head who appeared to be experiencing an '#Accountability deficit'. Let's explore both control systems and accountability for perspective. Accountability and 'control systems'(planning, organizing, coordinating, and control) are two approaches to managing and guiding organizational behavior, but they #differ significantly in their focus and implementation. Focus of #Accountability: #Personal responsibility and #ownership of actions. Focus of Control Systems: #Monitoring and #regulating behavior to ensure compliance with standards. Key is #integration of both the approaches: How? a)Trust but Verify b) Clear Guidelines & specific communication b) Implementing Feedback Mechanisms

Implementar un sistema de evaluación de desempeño mensual claro y justo puede motivar a los empleados a alcanzar sus metas. Incluir retroalimentación detallada, reconocimiento por cumplir metas y planes de acción para mejorar resultados.

When a team’s performance wanes, it’s crucial to rekindle the original spark. Think back to the excitement of the first day—the reasons for assembling such a talented group: their passion, drive, and eagerness to learn. Reaffirming our core values and vision can reignite that initial enthusiasm. It’s about reconnecting with the energy and commitment that set us apart, driving us to achieve new heights together.

Team performance doesn't decrease overnight. Signs of burnout might be subtle but they are always there. Training one's instincts to recognice them is one of the most underestimated skills managers can acquire to prevent performance drops.

Understand the Root Cause: Open Communication: Schedule a team meeting to discuss the missed goals openly and honestly. Encourage open communication and active participation from everyone. Individual Discussions: Follow-up with individual team members to understand their specific challenges. Are they facing roadblocks? Do they need additional resources or training?

Recognize and Celebrate Progress: Celebrate Wins: Recognize and celebrate even small wins and milestones achieved by the team. This will keep them motivated and focused on progress. Positive Reinforcement: Use positive reinforcement to encourage desired behaviors that lead to achieving goals. Open Communication: Maintain open communication channels and be transparent with your team throughout the process.