Veja como você pode gerenciar com eficiência os membros da equipe de baixo desempenho em um projeto de estratégia de negócios.

Analiza el desempeño del empleado, revisa su historial, productividad y calidad del trabajo. Habla con el empleado en privado para entender su perspectiva y las posibles causas, ya sean factores internos o externos.

Use a coaching approach to identify what is impacting the team member's performance: be curious, ask open questions, avoid judgment. Perhaps the team member is not even aware that their performance is not meeting the expectations - in that case, take responsibility for this as a leader and use a collaborative approach to connect the goals of the team to the roles, responsibilities and expectations of the individual.

Effectively managing underperforming team members in a business strategy project involves setting clear expectations, providing constructive feedback, and offering support. Begin by identifying specific performance issues and discussing them directly with the team members, emphasizing the impact on the project. Set measurable performance goals and timelines for improvement. Provide necessary resources, such as training or mentoring, to help them enhance their skills. Monitor progress closely and offer regular feedback, acknowledging improvements and addressing ongoing issues.

Finding out the possible causes of not-completed tasks rather than judgment on the team. Communication will be the best way to solve it while this type of situation occurs.

Establece objetivos claros y medibles para mejorar el desempeño. Proporciona al empleado la formación, el apoyo y los recursos necesarios para alcanzar esos objetivos. Reúnete con el empleado con frecuencia para evaluar su progreso y realizar ajustes en el plan de acción si es necesario.

Team members are more motivated when they get a sense of purpose, contribution and achievement from the work, and a sense of belonging in the team. When working through expectations, connect their individual goals to the bigger goal of the team and explain how this contributes to the overall business strategy. Aim to provide the context, and have the individual come up with their own personal goals so they feel full ownership and accountability, and increased motivation, for achieving them.

Expectations should be attainable, and even minor progress towards the goal should be recognized. Employees perform better when they feel appreciated.

Clear and achievable expectations are essential for guiding underperforming team members. At Tru, we ensure that every team member understands their role within the project and the specific goals they need to achieve. We use detailed action plans that outline tasks, deadlines, and performance metrics. For instance, during a business strategy project, we set clear milestones and provided regular updates to ensure alignment. This approach helps team members understand their contributions’ importance and provides a clear roadmap to follow, enhancing accountability and performance.

After having a deep conversation with the team, setting boundaries in a polite and respectful manner makes them feel comfortable and boosts their thinking. This approach focuses on finding solutions rather than shouting or refusing to discuss.

When it comes to providing support, it's all about empowering your team to succeed. Imagine a young project manager, who was struggling to keep up with the demands of a critical business strategy project. He was overwhelmed, his confidence wavering. Then, his mentor stepped in, not with criticism, but with support, guidance & radical candor. She provided him with the resources he needed, encouraged him to ask questions, and celebrated his small wins publicly. This approach transformed his performance and, more importantly, his mindset. The real magic happens when leaders uplift & trust their teams. Empowerment is the catalyst for transformation, and the golden brick road to "zone" execution.

The Project Success Formula: Successful Project = Effective Support from Team Lead management + precise execution of each task

I find many managers struggle to be good at setting the expectations and providing feedback about where the employee is falling short. They are either vague and avoidant, or blunt and unkind. Both of these tend to be unsuccessful. The root of this is often in the stress managers feel when approaching this conversation. Sports psychology learned decades ago that visualizing success can shift performance. This lesson works here as well. Before entering the conversation, visualize the employee being very successful 6 months from now as a result of these conversations. It shifts your mindset, your body language, and your communication. That, in turn, makes it more likely your employee will be calmer and “hear” your feedback. Self-fulfilling.

Establece un plan de seguimiento regular para monitorear el progreso del empleado. Evalúa el desempeño de forma justa y objetiva, reconociendo los avances y áreas de mejora. Ajusta el plan de acción según sea necesario para lograr una mejora sostenida.

Monitoring progress is essential once you've set the stage for improvement. Schedule regular check-ins to review the team member's work, offer constructive feedback, and make any necessary adjustments to expectations. This ongoing dialogue not only keeps the team member accountable but also demonstrates your commitment to their development. Moreover, it provides opportunities for timely interventions if previous challenges reemerge, ensuring continuous improvement and alignment with project goals.

This requires a balance of clarity, support, and accountability. I would advise starting by identifying the root causes of their underperformance. Are there skill gaps, motivation issues, or external factors at play? Have an open and honest conversation to understand their perspective and set clear, achievable goals. It’s important to provide the necessary resources and support to help them improve. Regularly monitor progress and give constructive feedback. If there's no improvement, consider reassigning roles or, if necessary, making tougher decisions. The priority is ensuring the project's success while maintaining a fair and supportive work environment.