Understand what is behind this miss first, and just assume a bad actor. Simply putting them on a PIP without this won't accomplish much. Command/control and rewards charts also won't work that well either. Take the time - and it might be more than 30 minutes and more than once - to really understand where they are struggling. Validate that you understand those struggles for them. Then share, in a sentence, the impact of late work has on the team/customer. Make sure they understand. Then - ask their ideas to resolve the situation and support they need. If it comes from them, it's likely to work and stick, versus the current situation.

Absolument. Affronter un membre de l’équipe qui ne respecte pas les délais demande du courage et de la stratégie. Comme le dit Brené Brown, "La vulnérabilité est le noyau de la confiance." Voici comment procéder. D'abord, sois direct et factuel. Discute du problème ouvertement en te basant sur des faits concrets, pas sur des suppositions. Clarifie les attentes et les conséquences de non-respect des délais. Ensuite, écoute activement. Il se peut qu'il y ait des raisons sous-jacentes pour les retards. Propose du soutien ou des solutions pour surmonter ces obstacles. Enfin, fixe des objectifs clairs et des échéances révisées, et assure un suivi régulier. Encourage la responsabilisation en offrant des rétroactions constructives.

I have learnt that procrastination is the thief of time. That's why we should address missed deadlines promptly and professionally & understand the reasons for the delay. Imp is to set clear expectations & consequences alongside offering support & resources. Monitor progress closely with documenting the issue for future reference. If we address the problem directly we can improve performance & maintain team efficiency.

Absolutely. When a team member misses deadlines, I would first address the issue by understanding the root cause—whether it's workload, unclear expectations, or other challenges. I’d then work with the team member to create a clear plan with achievable deadlines and provide the necessary support or resources. Regular check-ins would ensure progress and accountability. By addressing the issue proactively and empathetically, we can turn it into a growth opportunity for the individual and the team.

Existe um ditado popular em Portugal, que diz que os elogios se fazem em público e as críticas em privado. Neste sentido é importante ter uma reunião pessoal, face to face, com esse elemento, dizendo-lhe que está a prejudicar a empresa e a equipa, mas mais importante que tudo isso, está a ele próprio a colocar-se em risco. Nessa reunião devem ser identificados os motivos das perdas de prazo, a empresa deve demonstrar disponibilidade e vontade para o ajudar, mas terão todos de perceber se isso vai funcionar, a solução poderá ser atribuir-lhe diferentes funções dentro dessa mesma equipa ou eventualmente mudar para uma equipa, em que as suas características possam ser valorizadas.