If a person is frequently misses timelines and I have not done anything, then I need to look at my leadership style why I have not acted early. Assuming she/he was missing earlier and I joined the team recently where she/he is missing it and I come to know about her/his history, I would do the following 1) Understand the situation: Is it because the teammate is not delivering himself or there is some external factor. 2) 1:1 communication with him/ her: Speak to her privately and understand his version. Whether it is external factor, poor estimation, some personal emergency or performance issue 3) Offer Support and Set clear expectations: 4) Be fair and consistent 5) Follow up in 30-60-90 or as agreed

1. Define and communicate project scope early 2. Focus on essential deliverables. 3. Adjust deadlines when needed. 4. Adjust deadlines when needed

The team manager needs to address all the potential aspects of why this individual's productivity is below average. It is important to speak to the employee to gain their input before action is taken. Have questions ready that address potential personal, location-based, and skill-based obstacles. Think wholistically. As the manager, you may find the solution to be quite simple.

É comum que a baixa produtividade ocorra em escala. Um colaborador insatisfeito entrega menos do que o esperado, fazendo com que outras pessoas do seu time se sobrecarreguem. Por consequência, o time sobrecarregado se desmotiva e acaba entregando menos ou pior. Assim, é preciso identificar logo as causas de baixa produtividade e começar a agir para revertê-las, de forma que a empresa não seja impactada nos resultados e seus colaboradores acabem saindo para outros empregos, fazendo com que o turnover aumente. É importante entender quando a falta de produtividade é pontual ou algo de momento. Afinal, nem sempre todo mundo vai entregar 100% de sua capacidade todo dia.

As a manager, we need to think about the wider context in these situations. Has this happened once? Several times? Always at certain intervals? Can you see a pattern? Did they warn you that the deadline was going to be missed? If a top performer has missed one deadline but warned you in advance it would happen with a clear explanation that's one thing. If someone that isn't as high performing has missed several deadlines and never communicated it that's a very different situation. Regardless, get curious - ask them what's going on in a kind and clear way. 'I've noticed you've missed the deadline, can you tell me what's going on?'. Having a foundation of trust really matters in these situations so people feel safe to open up!

Addressing missed deadlines requires empathy and a proactive approach. Initiating a private conversation helps uncover potential barriers like workload or personal challenges. Collaborating on a plan with achievable milestones keeps the team member accountable while offering structure. Providing support through time management tools or mentorship can enhance their productivity and build confidence. It's important to focus on solutions and show that you're invested in their success. This way, you can bridge the productivity gap and foster a more reliable and motivated team member.