Was tun Sie, wenn Ihre Teammitglieder ständig unterdurchschnittliche Leistungen erbringen?

By identifying your team's root cause of underperformance, you can tailor your approach to address the specific issue, leading to more effective and sustainable solutions. Underperformance could be due to a lack of skills, unclear expectations, personal issues, or a mismatch between team members' capabilities and assigned tasks. To improve performance, provide training if skills are lacking. Set clear objectives if expectations are unclear. For personal issues, offer support or resources to manage workload. Gathering feedback directly from team members is also helpful, as they may have insights into underlying issues that are not immediately apparent.

When you assess the performance versus the goals, by all means look at the team's mindsets, skills and actions. However, also critically look at the goals themselves: were they realistic, or did you expect too much (or too little)? Did you use KPI's that are tailored for innovation? Ask people in your network to challenge them, and compare them also with goals in similar projects in other companies.

Se os membros da sua equipe estão consistentemente apresentando desempenho aquém do esperado, é fundamental abordar a situação de forma proativa e estratégica. Isso pode envolver uma série de medidas, como identificar as causas subjacentes do baixo desempenho, fornecer feedback construtivo e específico, oferecer suporte e recursos adicionais, e, se necessário, implementar medidas corretivas ou de desenvolvimento. A abordagem apropriada dependerá das circunstâncias individuais e da dinâmica da equipe, mas é crucial agir com sensibilidade, clareza e determinação para promover a melhoria do desempenho e o sucesso coletivo.

Agreed that there is a need to assess performance. So, begin by carrying out a thorough analysis of your own management-leadership performance. Remember all behaviour is caused. So: 1) Ensure that it is not your behaviour that is motivating (giving a reason) their behaviour. 2) To change the other person's behaviour first change yours.

Regular feedback loops are vital to guarantee that your team is performing at its best. You can provide constructive feedback to team members on their performance, identify areas for improvement, and encourage open communication channels. By regularly providing feedback, team members can stay on track with their goals and make necessary adjustments to their work. In addition, open communication channels can help team members feel comfortable sharing their thoughts and concerns, ultimately leading to a more successful team dynamic.

In my experience, a lot of leaders do not know how to motivate and reward their team members/employees. I always believe when in leadership position, a leader should LEARN how to motivate & reward people. The false mantra is as an adult people should already know how to motivate themselves. Tasks come in many forms. Some are easy, routinized and some are difficult, crazy. The other false mantra is that rewards have been included together in monthly salary & allowances. Rewards can come in monetary & non-monetary. Motivation can come from intrinsic & extrinsic. Learning the deeper meaning of these few words will take leaders impact miles and build greater connection.

Sometimes poor team performance could be a consequence of inadequate management. As managers, this requires self-awareness, humility, and a willingness to critically asses one's own leadership style and decisions, and then adjust, to positively influence team performance and morale. Actively seek feedback through 1-on-1 meetings, or 360 degree feedback to gather thoughts on team dynamics, leadership styles and decisions, and areas they feel could be improved. Recognising poor management as a potential cause of underperformance requires openness to criticism and a commitment to continuous improvement.