Como você abordaria o fornecimento de feedback a um membro da equipe que frequentemente perde prazos?

When providing feedback to a team member who frequently misses deadlines, approach the conversation with empathy and clarity. Discuss the issue privately, expressing concern and highlighting the impact on the team. Ask about any challenges they’re facing and listen actively. Collaboratively explore solutions, such as time management strategies or workload adjustments. Set clear expectations and deadlines going forward, and offer support to help them improve their performance and meet future deadlines.

Antes de fornecer feedback a um membro da equipe, é essencial preparar-se adequadamente. Comece reunindo dados concretos sobre os prazos perdidos e os impactos causados. Por exemplo, se um atraso na entrega de materiais resultou em uma paralisação na linha de produção, documente esses eventos detalhadamente, incluindo as consequências, como custos adicionais, perda de receita ou insatisfação do cliente. Considere também aspectos como a frequência dos atrasos e os fornecedores envolvidos. Essa preparação garante que o feedback seja baseado em fatos sólidos, ajudando a manter a objetividade e a credibilidade da conversa. Além disso, estar bem preparado demonstra profissionalismo e compromisso com a melhoria contínua dos processos.

To address a team member who frequently misses deadlines, arrange a private meeting to discuss the issue using specific examples and data. Understand any underlying challenges they might be facing by asking open-ended questions and actively listening to their perspective. Offer practical solutions, such as time management tools, additional training, or adjusted workloads, and set clear, achievable goals for improvement. Ensure expectations are communicated clearly and follow up regularly to monitor progress, providing additional support and guidance as needed. This approach not only helps resolve the issue constructively but also fosters a positive and supportive working relationship.

As a previous Director of Security in South Sudan, providing feedback to a team member who frequently misses deadlines requires a thoughtful approach, particularly given the diverse cultural backgrounds of our team. In such a context, the way feedback is delivered can have a significant impact on its effectiveness.

Preparation for the feedback discussion is essential. Prepare what you want to say, how you will say it, when and where (always in private, 1:1 setting). Keep the right mindset while preparing - look for the best in people and believe in their potential. The feedback you prepare needs to be balanced, descriptive and actionable. Balanced - suggest to have appropriate ratio of 4:1 (positive:developmental). It needs to contain examples of behaviour - both effective and non-effective - and delivered in constructive terms. Descriptive - it based on own observation and actual events, not on hearsay/rumours. It contains examples of specific behaviours and actions taken. Actionable - it has a clear suggestions for alternative actions.

Before discussing about the delays, the impact to the team or offering solutions and support, make sure you acknowledge the effort that this person is putting to deliver - even with a delay - the work. Remember that each one of us is doing the best possible, given the knowledge, the skills and the circumstances we are into. Appreciating that, can set the ground for your team member, to avoid being defensive, feel heard, understood and open to join forces with you in order to improve performance.

Escolher o momento certo para dar feedback é crucial. No setor de Supply Chain, evite períodos de alta demanda ou crises logísticas. Um bom momento pode ser durante uma reunião de revisão de desempenho, quando ambos estão mais tranquilos. Isso permite que a conversa seja mais produtiva e focada em soluções. Garantir que o membro da equipe esteja disponível e receptivo ajuda a criar um ambiente propício para o diálogo construtivo e para o desenvolvimento de estratégias eficazes.

Choosing the right moment to give feedback? It's like timing your jump onto a moving merry-go-round — miss it, and things get awkward fast. 🕰️ Don't drop feedback bombs in public; no one likes to be caught off guard, especially in front of others. Pick a quiet moment when they're not juggling a million things. Make it private; make it calm. Trust me, they'll thank you for it later. Timing isn’t just everything — it’s the only thing when it comes to feedback. Catch them at the right time, and your words will actually stick. 🎯

Ao dar feedback, seja específico e use exemplos reais. Em vez de dizer "você sempre perde prazos", mencione casos concretos, como "no mês passado, o atraso na entrega de componentes eletrônicos atrasou a produção em duas semanas, impactando o cliente X". Isso ajuda o membro da equipe a entender o impacto direto de suas ações e a identificar áreas específicas para melhoria, tornando o feedback mais claro e acionável.

You MUST be specific. If you are saying "you always..." you are going to get an adverse reaction. If you can say "on this date with this project and again on this date we found xyz", you are giving them specific instances to respond to. The more factual and direct you can be, the better.

Missed deadlines? Yeah, we’ve all been there. But here’s the thing — being vague about it helps no one. Be straight-up with your team. Call out specific instances where things went south. "Hey, remember that project on Tuesday? We were behind because X happened." Simple, right? This isn't just about pointing fingers — it's about making sure everyone’s on the same page. Explain how it impacts the whole team and why it’s a big deal. Clarity is key. They need to know exactly what to fix, so next time, we crush that deadline instead of letting it crush us. 💪⏰

Durante a conversa, é essencial ouvir ativamente o membro da equipe. No setor de Supply Chain, eles podem enfrentar desafios como problemas com fornecedores ou capacidade logística. Permita que expliquem suas dificuldades, como um fornecedor enfrentando problemas climáticos que afetaram entregas. Essa escuta ativa não só demonstra respeito, mas também pode revelar informações valiosas para ajustar processos e oferecer suporte adequado.

I used to think missed deadlines were just laziness or lack of commitment. 🤔 But then, I started actually listening. Turns out, life happens — personal stuff, miscommunications, the whole nine yards. Instead of jumping to conclusions, I asked, "What's up?" And guess what? People opened up. Active listening isn’t just some corporate buzzword. It’s how you show you care and respect your team's struggles. Trust me, taking a moment to really hear someone out can transform the whole vibe in the workplace. Plus, it makes you more human, and who doesn’t love that?

Missed deadlines? Let’s fix that together. First, we’ll figure out why it’s happening — no judgment, just truth. Then, we’ll team up to tackle the issue. Whether it’s tweaking your schedule, getting more resources, or lightening your load, I’ve got your back. You’re not in this alone. Together, we’ll turn this around. Remember, supportive leadership isn’t just about barking orders; it’s about lifting each other up. Let’s boost that motivation and nail those deadlines like the rockstars we are. 💪✨

Após ouvir as explicações, ofereça suporte específico. No Supply Chain, isso pode incluir treinamento em gestão de fornecedores ou a introdução de ferramentas de rastreamento logístico. Por exemplo, se o problema for comunicação com fornecedores, considere implementar um sistema de gestão de relacionamento com fornecedores (SRM). Oferecer suporte demonstra comprometimento com o desenvolvimento do colaborador e a melhoria contínua dos processos.

O acompanhamento após o feedback é crucial. Realize reuniões regulares para revisar prazos e a eficácia das soluções implementadas. No Supply Chain, reuniões mensais de análise de desempenho podem ajudar a verificar se as entregas estão dentro do prazo e se os processos estão mais eficientes. Este acompanhamento garante que as melhorias sejam sustentáveis e que o colaborador se sinta apoiado em sua evolução contínua.

if my team who keep missing the deadline. I will asked myself am I giving the time frame to them may not enough for them to complete the task. also. normally before asking other to do it. I asked myself : have I finished this task and show them how they can achieve it? be a good example to show them how they can do it? what other things they can improve. then ask them to give me their deadline to commit they can do it. communication is truly a key for everyone!

Regular follow-ups are necessary when dealing with an underperforming team. Still, you must be careful so that it does not look like micro-management. Both sides will likely be sensitive to what is happening and might see things that don't exist. Following up is also all about clearing and re-stating the expectations, keeping track of the individual's progress, and getting feedback from his peers. Following up or simply having regular conversations should continue well beyond the time this particular issue has been resolved, and it's an excellent opportunity to build rapport. When you create a genuine relationship with the team, you know about things before anybody else notices them. You can slowly start coaching your team members early.