Voici comment gérer et résoudre les problèmes de performance au sein de votre équipe.

Por muitas vezes o time nao tem uma visao clara dos objetivos e metas como um time, e sim apenas como contribuidores individuais. Eh muito importante que o time tenha essa visao abrangente, comecando por onde estao e para onde a organizacao quer que esse time se direcione, com apoio de informacoe e dados claros. Numeros, habilidades, comportamentos, entre tantas outras questoes devem ser apresentadas e discutidas em grupo. Uma analise de aderencia conjunta tambem ajuda a cada um entender o seu papel no contexto, e verifcar se as acoes que estao sendo tomadas de fato estao levando o grupo ao resultado esperado.

Identifying the issues when a team member is underperforming has to go both ways. 1. The person's capabilities 2. The work they have been assigned There could be a possibility that the work done by them might not be under their capabilities and if that is the case, realign their work and reassign them to a project/work which falls under their capabilities. If they are actually underperforming, get them to a one-on-one meeting and understand what is their situation and why they are underperforming. Have an open mind and suggest a contingency plan with which they can overcome the situation.

Para resolver problemas de desempenho da equipe, é essencial adotar uma abordagem multifacetada que inclui comunicação clara e aberta, estabelecimento de metas realistas e mensuráveis, e fornecimento de feedback construtivo. A identificação das causas subjacentes do baixo desempenho, como falta de recursos, treinamento inadequado ou problemas de motivação, permite desenvolver estratégias personalizadas. Promover um ambiente de trabalho colaborativo e positivo, onde os membros da equipe se sintam valorizados e apoiados, também é crucial. Além disso, a implementação de programas de desenvolvimento contínuo e a celebração de pequenas vitórias podem revitalizar a moral e melhorar o desempenho geral da equipe. Além disso ter um perfil acolhedor.

I would like to share my experience. I had a project and worked with the two teams. I monitored the work, but work was very slow, and I couldn't get any output from it. I identify the issues with communication between my team members. After that, I sit with them and share some key points like proper communication, respecting everyone, teaching everyone, and helping each other. After that, they understand the work and plan the schedule. After the next few days, they completed the work successfully.

Leaders often make the mistake of jumping to solutions before adequately defining the performance issue. This approach undermines the effectiveness of the process. Defining the performance issue first is crucial for ensuring the intended outcome. Failing to do so can result in discovering that rushing to solve the problem has actually slowed down progress. This can lead to repeatedly revisiting the performance issue in search of clarity.

Common team performance issues :- - Ineffective communication across team members - Lack of trust and cohesion among members - Absence or abundance of freedom - Lack of training required to achieve goals - Falling morale and ineffective motivation

As a medical interpreter with customer service and sales expertise, you may use effective communication approaches to manage and resolve team performance concerns. Communication, in my opinion, is the most important aspect of such a situation; yet, communication must also include clarity. As a result, I'd want to outline a few measures toward achieving this goal. Set clear performance expectations for each team member. Establish defined goals, timelines, and quality criteria. Set up regular one-on-one sessions to discuss progress, resolve concerns, and provide constructive comments. Pay attention to team members' challenges and insights. Encourage open discourse and foster a comfortable environment for sharing.

The keyword to develop an open dialogue is TRUST. Without it, you can't move anywhere. The subordinate needs to have a platform where he feels secure and stable. If he is allowed to speak his mind, the opportunities he discovered, half the work is already done, because it is allowed freedom to speak his mind and even better if he is allowed to solve the problem he identified. So, feedback should be provided, always congratulating and highlighting the contribution made by the subordinate. This will generate a suitable environment to develop people and work team. It will help to accomplish many tasks that have to be done.

Consider opening a dialogue to identify any concerns team members may have, distinguishing between skill-related and motivational issues. Utilize the Situation-Behavior-Impact framework for feedback and solution exploration. As leaders, we often provide solutions, but encouraging team members to develop their own action plans fosters a sense of accomplishment and ownership.

**Transforme Desafios em Oportunidades: Abra um Diálogo Construtivo** No meu ponto de vista, o ponto principal é iniciar um diálogo aberto e empático para resolver problemas de desempenho. O que me chama a atenção é a importância de criar um espaço seguro para ouvir e entender as preocupações do membro da equipe. Podemos destacar que iniciar essa conversa com empatia pode fortalecer o compromisso e a confiança mútua. Que tal começar hoje mesmo? Implemente um "check-in regular" para manter linhas de comunicação abertas e construtivas com sua equipe.

In daily regime standup meeting or huddle Encourage team members to discuss any challenges they are facing. Understanding their perspectives can provide valuable insights into the root causes of delays.

Addressing performance issues starts with open communication. Being transparent about your methods and time management helps identify areas for improvement, showing your commitment to excellence. Embrace continuous learning and evolving technologies to enhance your tasks. Effective communication with peers, customers, and leadership is crucial. By staying open and engaged, you gain valuable insights and adapt to changes. Together, we work towards common goals, creating a success story where each team member contributes uniquely. Let's learn, collaborate, and achieve greatness together.

Mantener una comunicación abierta y transparente es fundamental, especialmente cuando los objetivos del equipo no se están alcanzando. Es esencial que todos los miembros estén bien informados sobre los datos relevantes y que se aborde la situación con empatía y claridad. Las conversaciones abiertas sobre el rendimiento no solo facilitan la identificación de problemas, sino que también refuerzan las relaciones y la confianza mutua dentro del equipo. Al proporcionar feedback, es importante centrarse en hechos específicos y evitar críticas de carácter personal. Debe ser claro en cuanto a las áreas que requieren mejoras y ofrecer apoyo continuo para facilitar el crecimiento y desarrollo de cada individuo en el equipo.

Another aspect to ask about is each team member's personal goals. Discovering why team members work at an organization, their goals, and how improving team performance aligns with their personal goals is crucial for fostering a motivated and cohesive workforce. When we understand their motivations, we can better support them in achieving their aspirations. This alignment enhances personal satisfaction but also drives overall team performance. We create a more engaged and productive environment by helping team members see the connection between their personal goals and their contributions to the team, leading to more effective resolutions of performance issues and contributing to long-term success for the team and the organization.

Sometimes supervisors allow performance issues to continue without addressing them. This may be because they are busy, want to avoid a challenging conversation, or hope that issues will be corrected on their own over time. However, it’s important to quickly identify and address performance concerns. This is the best process to help an employee grow, reduce risks and improve efficiency.

After identifying the performance issue, initiate an open and honest dialogue with the team member in question. Create a safe space where they can share their perspective without fear of immediate repercussions. Listen actively and empathetically to understand their challenges and viewpoints. This conversation should aim to clarify expectations, provide feedback, and collaboratively explore solutions. It is essential to approach this dialogue with a problem-solving mindset rather than a punitive one.

Many employees lack the skills and training required to achieve their goals. It leads to a lack of motivation, as they do not see the purpose in what they are doing. Often, this problem can be traced back to poor employee management practices where team members are given unclear or incomplete instructions. Instead of developing individual skills and abilities, team members tend to work on tasks that have already been outlined. As a result, teamwork is hindered because no one dares try anything new for fear of failure at work.

Para traçar um plano de ação claro e focado, o primeiro passo é entender as causas do baixo desempenho. Realize uma análise detalhada, converse com o time e identifique os principais obstáculos. Em seguida, defina metas claras e alcançáveis. Estabeleça objetivos de curto prazo que possam ser medidos e celebrados, mantendo a equipe motivada e engajada. Ofereça treinamentos específicos para desenvolver habilidades e forneça ferramentas adequadas. Crie um cronograma de acompanhamento regular. Reuniões semanais para revisar o progresso, ajustar estratégias e oferecer suporte contínuo. E, claro, reconheça os esforços e conquistas da equipe, para construir confiança e mantê-los motivados.

Picture this: The CEO is assembling a cross-functional team to focus on one of the company’s most critical corporate priorities of the year. Some team members have worked together before, others haven’t, and there is a lot of pressure from the CEO to do change right the first time, get the desired results, and meet the business objectives.

Team building and motivation comes from knowing your Team. When your Team lives at work for 40 hours a week, it's good to know their desires for personal growth within the company. More than that is knowing what they desire to do with their future, weather it be working with you or seeking new opportunities to better themselves. Investing time getting to know your Team helps them know you care. Which in turn helps your Team to do their best for you, because they know you have their best interest at heart.

After discussing performance issues, work together with the team member to create an actionable improvement plan. This plan should include specific, measurable, achievable, relevant, and time-bound (SMART) goals that provide clear direction and milestones for progress. Offer the necessary support and resources for their development, such as training or mentoring. Regular follow-ups are crucial to ensure the plan is being implemented and to make adjustments as needed.

Develop and implement strategies to address the identified issues. This may include process improvements, additional training, or reallocating resources. Ensure these plans are discussed openly with the team.

After discussing performance issues, collaborate with your team member to create a SMART action plan for improvement. The plan should include: 1. **Specific Goals**: Clearly define what needs to be achieved. 2. **Measurable Milestones**: Set criteria to track progress. 3. **Achievable Objectives**: Ensure goals are realistic. 4. **Relevant Targets**: Align goals with broader team objectives. 5. **Time-bound Deadlines**: Establish clear timelines for each goal. Provide necessary support and resources, such as training or mentorship. Regular follow-ups are essential to monitor implementation and make adjustments as needed, ensuring continuous progress and development.

The typical response among team members to a challenge like this is to get going quickly and focus on the deliverables – or to divide and conquer. This often involves basing team roles and expectations on assumed experience and known skills.

With an action plan in place, closely monitor progress by providing guidance and support without micromanaging. Schedule regular check-in meetings to discuss progress, celebrate small victories, and address challenges. Consistent monitoring keeps the team member accountable and demonstrates your investment in their growth. This approach ensures they stay on track and feel supported in their efforts to improve.

With an action plan in place, it is vital to closely monitor progress. This doesn’t mean micromanaging every aspect of your team members' work but providing guidance and support as they work towards their goals. Schedule regular check-in meetings to discuss their progress, celebrate small victories, and address any ongoing challenges. Consistent monitoring helps keep the team member accountable and shows that you are invested in their growth.

Continuously monitor the effectiveness of the corrective actions and make adjustments as necessary. Regular check-ins and open forums can help keep everyone aligned.

Consistent monitoring and progress tracking are also key. Regular check-ins allow you to provide guidance, celebrate small victories, and make timely adjustments to the action plan as needed. It's important to remember that performance improvement is often a gradual process, and what works for one individual may not be as effective for another.

Always follow up on GOALS/SMART plans. Celebrate the successes. GROW model is always the most powerful tool for your project/employee to succeed.

Positive reinforcement, such as praise or rewards, is crucial for motivating employees and increasing team performance. It reinforces desired behaviors, increases morale, and creates a positive work environment. To use positive reinforcement effectively, be specific, timely, sincere, and consistent. In addition to verbal praise, offer rewards, opportunities for advancement, and public recognition of achievements.

Positive reinforcement is useful. Also include negative reinforcement. Negative doesn't have to mean toxic. Negative reinforcement can be as simple as "Don't do ___ because it causes {impacts}. Instead, try this ___." Often knowing what not to do or repeat is just as valuable, if not more, than knowing what to do. As with all forms of communication -- tone, relationship, and context matter.

A lack of motivation can be traced back to poor team management practices. Team members are often expected to work enthusiastically day after day. Although great, it is an unrealistic proposition. Multiple reasons – ranging from toxic culture invested in petty office politics to isolation – can force the motivation of an employee to drop. As a result, employee performance issues will arise as they no longer perform their job enthusiastically but do the bare minimum to keep up appearances.

Recognize Improvement - Acknowledge and reward any improvements in performance. Positive reinforcement can motivate continued progress.

I can't stress enough the importance of positive reinforcement. Recognizing and celebrating even the smallest improvements in performance can have a significant impact on an individual's morale and commitment to their professional development. By striking a balance between addressing areas for improvement and acknowledging progress, you can create an environment where team members feel empowered and inspired to excel.

Em minha carreira, enfrentei desafios que exigiram sair da zona de conforto e pensar fora da caixa, especialmente em parcerias estratégicas vitais. Um exemplo foi a necessidade de ajustar uma parceria crucial que não estava atingindo os resultados esperados. Para manter a saúde dessa relação, confiança e credibilidade entre o time interno e o parceiro foram essenciais. Reavaliei e ajustei a estratégia, estabelecendo novos objetivos e fornecendo suporte adicional. Flexibilidade e adaptabilidade foram fundamentais, garantindo uma solução de via dupla que beneficiou ambos os lados e fortaleceu a parceria.

When initial plans fall short, reassess and adjust strategies to address performance issues. Regularly evaluate progress and set new, achievable goals. Provide additional support through training or mentorship. Sometimes, reassigning roles to better match individual strengths can help. Flexibility and adaptability are crucial; tailor your approach to each team member's needs. Maintain clear and consistent communication, regularly review the effectiveness of new strategies, and be prepared to make further adjustments. This ensures both individual and team success in the ever-evolving field of data engineering.

Based on the identified causes, adjust our strategies and processes to address the issues. This may include revising workflows, reallocating resources, or implementing new tools.

It is also important to Recognize and Reward Improvement Acknowledge Progress: Recognize and celebrate improvements, no matter how small, to motivate team members.

Handling and resolving performance issues within your team requires a balanced approach involving early identification through regular check-ins and clear metrics, open communication to create a safe space for feedback, and setting clear expectations from the start. Providing constructive, specific feedback and offering support through training and mentoring are crucial, while maintaining accountability and celebrating successes helps foster a culture of continuous improvement. Regular follow-ups to track progress and provide ongoing support demonstrate commitment to team development, ultimately cultivating a productive and motivated team environment. These are strategies I have learned as a HOA President. You have to be present!

It's really matters to boost morale of team Acknowledge and appreciate the efforts of team members who contribute to resolving issues and improving processes.

Some additional Strategies: 1. Reduce Unconscious Bias: Implement training and practices to reduce unconscious bias in performance evaluations and decision-making. 2. Change Decision Making: Adapt decision-making processes to be more inclusive and considerate of diverse perspectives. 3. Enhance Cultural Sensitivity: Promote cultural sensitivity and awareness to create a more inclusive and understanding team environment. 4. Enhance Processes: Continuously improve processes to support better performance management and address any systemic issues. 5. Promote Accountability: Foster a culture of accountability where team members take responsibility for their performance and outcomes. Finally, build trust and cohesion among the team members.

Besides the relevant topics above, there is one aspect that can be the game changer when it comes to performance: fit. As Lean teaches, we have to have the right people on right roles. So the first step is to take good care at the moment of admission. Moreover, fitting skils to the roles should be a culture behavior of any company. We have to be constantly open to change roles and people around the organization, in order to reach the desirable fit and get the expected results.