How do you handle underperformance when it stems from a lack of clear role expectations within the team?

When I notice underperformance due to unclear role expectations, I start by having an open conversation with the team to pinpoint where the confusion lies. I make sure to clearly define each person's responsibilities and align them with our overall goals. I then keep regular check-ins to provide guidance, set clear objectives, and offer support.

When I notice any underperformance by a team member, I typically help them understand the expectations. It's also crucial to recognize each team member's strengths and assign them to suitable roles. If a team member is underperforming, it's important to have an open conversation to understand their perspective. Sometimes, team members may be facing personal problems, so it's essential to address these issues and work together to overcome them.

First, I define expectations by clearly outlining roles, responsibilities, and success metrics for each team member through open communication. Then, I collaborate to establish SMART goals, providing the necessary guidance and resources to align their work with these expectations. Finally, I maintain ongoing dialogues to offer feedback, support, and make adjustments as needed.

O diálogo sempre será o início de vários fatores de sucesso! Exercer um diálogo aberto e com respeito possibilita construir um ambiente com proximidade. Onde todos se sentem a vontade para contribuir e expressar divergências e não entendimentos, diminuindo vez após vez a falta de clareza e incentivando a melhor entrega.

Los problemas de comunicación que derivan en una baja productividad o errores recurrentes; se deben mirar desde la perspectiva de los interlocutores. La retroalimentación de doble vía, clara y alineada a los objetivos medibles debe ser aplicada con regularidad.

Incentivar o diálogo é a oportunidade de entender o ponto de vista do outro e assim conseguir ajudá-lo pontualmente a reavaliar suas funções e disposição para cumprí-las.

'Psychological safety' is key. A space where everyone can admit... 'I don't know how to do this' or 'I got this wrong.' without feeling judged or inferior. The key is to build trust, by being approachable, listening actively, and not trivializing people's issues or making them feel unwelcome when they come to you. This way your team can comfortably approach colleagues and their manager with their challenges. With time, the team feels like a close-knit family. This creates a productivity boost because issues are identified and shared early; every member is mentally-balanced, feels valued, is supported, and willingly gives their all to the team's work.

Generar la confianza para que se acerquen y expongan sus dudas. En medida de lo posible, hacer reuniones donde se vean temas tecnicos y mantener la información circulando, esto puede generar la apertura para la exposición de temas. Me tocó implementar, los lunes (día que generalmente no había mantenimientos programados) exposiciones sobre el tema que más dominaban los compañeros. Un lunes un compañero nos explicaba un tema (laboral) y tenia que tener una base fundamentada (manuales, instructivos, etc. )

Je collecte les points de vue de toutes les parties et ensuite essaie d'appliquer la stratégie "2 problèmes, 1 solution" tout en imaginant les problèmes qui pourraient potentiellement survenir dans le déroulé, ou découler de cette solution et les réduire au maximum. J'écoute donc les positionnements et les craintes de chacun et les somme afin de trouver un compromis acceptable pour tous. Le mieux est que cette stratégie soit appliquée lors de réunions et que les réunions soient prises en note pour au final arriver à un document, une note, signée de tous.

Assessing and providing the necessary resources and support after clarifying roles is fundamental to improving team performance and morale. By addressing training needs, ensuring access to appropriate tools and technology, redistributing tasks according to individual strengths, and providing ongoing support, you create an environment where team members can thrive. This comprehensive approach not only enhances efficiency but also fosters a positive and motivated team, ultimately contributing to the success of the organization.

Provide Support_ 1. Identify individual needs and challenges 2. Offer resources and training to address skill gaps 3. Provide regular feedback and coaching 4. Encourage self-reflection and self-improvement 5. Foster a positive and inclusive team culture 6. Be approachable and available for guidance 7. Help set realistic goals and priorities 8. Empower team members to take ownership and make decisions By providing support, you can help team members overcome obstacles, build confidence, and achieve their full potential.

Muchas veces en campo se requiere apoyo o surgen dudas. Facilitar el trabajo del personal de campo, es esencial. Deben saber que pueden apoyarse en su líder. Remotamente se puede colaborar con alguna información o algún recurso, a su vez se genera la reciprocidad y probablemente si el líder requiere el apoyo de información de campo, los compañeros se la darán.

Cada integrante del equipo debe saber cuáles son sus funciones y contar con los recursos necesarios para poder llevarlos a cabo. El canal de comunicación debe ser bidireccional para que el integrante pueda solicitar recursos siempre que sean los necesarios para la ejecución de sus funciones en la organización.

When underperformance stems from unclear role expectations, I start by discussing the issue with the team member to pinpoint where the confusion lies, ensuring they feel supported. Then, I set SMART goals—specific, measurable, achievable, relevant, and time-bound—so they clearly understand what’s expected. Regular check-ins follow to review progress, adjust objectives if needed, and offer guidance. This approach clears up confusion, provides a clear path for improvement, and turns underperformance into an opportunity for growth, helping the team member excel in their role.

Pour réussir, il faut savoir à quoi ressemble le succès. Il est essentiel de clarifier sa mission, ses responsabilités et ses objectifs. Et ce travail doit être fait en étroite collaboration avec son manager . Il s’agit non seulement de définir mais aussi de prioriser ses responsabilités et ses objectifs, en accord avec les attentes de son manager. Ce travail de clarification peut être fait régulièrement car les priorités peuvent changer. Une fois les objectifs fixés, il faut négocier les moyens nécessaires et le calendrier adéquat pour les atteindre.

Mostrar los objetivos que se generan, anuales, semestrales, mensuales. Implantar objetivos a nivel gerencial y mostrarlos al personal va a generar el nivel de importancia requerido.

I would suggest having a one to one with the particular team member in order to ascertain the reasons for under-performance. With life issues that have become very rampant these days, one cannot over look the effects of them on performance at work. It might mean, the individual is going through a bad situation, it might mean they need further training because we know sometimes, people are thrown into a role without adequate training. The only way to discover the cause, is to have open communications.

SMART objectives are essential for providing clear direction, measuring progress, and ensuring alignment with broader goals. By setting objectives that are Specific, Measurable, Achievable, Relevant, and Time-bound, and by regularly reviewing and adjusting them, you create a framework that guides team members effectively. This approach not only enhances individual and team performance but also contributes to a cohesive and motivated work environment, ultimately driving organizational success.

Monitoring progress through regular check-ins and updates is integral to managing underperformance and driving team success. By providing consistent feedback, celebrating successes, addressing issues proactively, and being open to adjusting goals and strategies, you create a dynamic and responsive work environment. This approach not only keeps the team accountable and on track but also fosters a culture of continuous improvement, ultimately leading to better performance and a more engaged and motivated team.

EL bajo rendimiento del equipo recae en el lider. Hay que llevar el seguimiento, la medición del rendimiento y si esta baja, encontrar el motivo y cambiar la balanza.

Hay que programar revisiones del rendimiento. Las daily suelen ser oportunas para constatar si hay algún miembro del equipo con dudas o que esté estancado en su parte del proyecto. Estas reuniones deberían ser breves y concisas. Para medir el avance del proyecto podemos usar métricas de tiempo, de costes y de calidad que en ocasiones se dejan mas al margen.

Continuous feedback helps employees understand their performance gaps and what they need to improve. Also knowing that their progress is being tracked can motivate employees to put in more effort and stay focused on their goals.

Keeping track of progress is crucial in addressing poor performance. Frequent meetings and communication can ensure that everyone remains responsible and focused. This also gives chances to recognize achievements and deal with potential problems before they escalate. Keep in mind that providing regular feedback is essential for ongoing development.

Réaligner les rôles de chacun et reconnaître que les stratégies initiales peuvent ne pas toujours fonctionner pour tous les membres de l'équipe montre une approche pragmatique et orientée vers les résultats.

Ajustar estratégias são necessárias periodicamente para uma jornada de incentivos, seja através de reuniões em conversas com a equipe, alinhar objetivos a serem alcançados, fazer acompanhamento de progresso através da gestão de carreiras, e o mais importante saber reconhecer talentos individuais dos membros da equipe. As vezes a pessoa não se desenvolve por que está na área ou função menos adequada para o potencial dela.

An example I've seen is a colleague being moved to a different team because she loved that role and believed she would offer more value there. So assign people roles based on their strengths, but allow room for discovery and growth. Adaptability is also essential when dealing with humans. Find out if there are home issues affecting their productivity. Then try different techniques: draw them closer and coach them on their work, suggest classes or resources they should learn from, and colleagues they can reach out to for support. Finally, if nothing works, though it's painful, it might be necessary to let go. Foremost, so they find a place they can be happier and more fulfilled. Secondly, to maintain team synergy.

Muitas vezes é essa a parte mais dificultosa de uma equipe ou mesmo do desenvolvimento particular de nossos colaboradores e liderados, pois à aquilo de “ … Em time que está ganhando não se mexe…” e a verdade é que reajustar as velas é algo que deveria ser de rotina pois é quando percebemos o momento certo em que devemos mudar nossa forma de atuação para assim alcançar níveis mais elevados e eficiência e trabalho!

Assuming underperformance stems from the lack of a clear role expectation within the team. *It would be a good idea to share the cost of underperformance. Addressing Underperformance: Effective Interventions: Discuss specific strategies and interventions that have proven effective in addressing underperformance due to unclear expectations. *HR's Role: Research suggests that HR departments can play a crucial role in identifying and resolving performance issues, leading to an improvement in overall team productivity." Data visualization: The use of charts, graphs, or infographics to present data in a visually appealing and engaging way is of great assistance