You’re working with a team that’s underperforming. How can you help them get back on track?

Working with a team that’s underperforming can be frustrating and stressful. You may feel like you have to do everything yourself, or that your team members are not motivated, accountable, or cooperative. However, there are ways to help your team get back on track and improve their performance, without adding more pressure or conflict. Here are some tips to apply stress management skills to your team situation.

1 Identify the root causes

The first step is to understand why your team is underperforming. There may be different factors affecting their performance, such as lack of clarity, resources, feedback, or recognition. There may also be personal or interpersonal issues, such as stress, burnout, or conflict. To identify the root causes, you need to communicate with your team members individually and collectively. Ask open-ended questions, listen actively, and empathize with their perspectives. Avoid blaming, criticizing, or judging them.

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Runjhun Noopur

Emotional Intelligence Expert | KPI-Driven EQ Trainer l Experiential Training Specialist | Author | Co-Founder @Almost Spiritual
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While an underperforming individual may be a skill or an attitude issue, an underperforming team is usually a sign of a deeper problem. At Almost Spiritual, we have worked with dozens of teams and realized that when the whole team underperforms, the problem can be traced back to systemic concerns (process flows, communication, or even leadership) leading to either discontent or plain confusion. Identifying the core of the problem is critical. But as a thumb rule, one or more of the following can kickstart the process of getting the team back on track : 1. Communicating clear expectations and benchmarks 2. Objective performance appraisal metric 3. Transparent pay/reward systems 4. Encouraging (and training) for healthy feedback systems

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2 Set clear and realistic goals

The next step is to set clear and realistic goals for your team. Goals help your team focus on what matters, measure their progress, and celebrate their achievements. However, goals need to be SMART: specific, measurable, achievable, relevant, and time-bound. To set SMART goals, you need to involve your team members in the process. Ask them what they want to accomplish, how they will do it, and how they will know they have done it. Align their goals with the overall objectives and expectations of the organization.

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3 Provide support and feedback

The third step is to provide support and feedback to your team. Support means giving them the resources, tools, and guidance they need to perform well. Feedback means giving them constructive and timely information on their performance, strengths, and areas for improvement. To provide support and feedback, you need to check in with your team regularly, offer help when needed, and acknowledge their efforts and achievements. Use the sandwich method to deliver feedback: start with something positive, then address the negative, and end with something positive.

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Vimal Prashanth M G

Vice President, Finance Transformation @ Barclays | Strategic Consulting | Mental Well-being Coach | Guest Speaker | Certified Yoga Instructor
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Ensure there is Bonding in team. Conduct team activities so they understand each other. Start supporting by sitting with each member, listen to their feedback on how to improve and provide required support. Have regular Check-ins to ensure they are on track Performance reviews for each to share what they do well and areas of improvements Celebrate each and every small milestone so there is encouragement and reignites the team to be on track

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4 Encourage collaboration and learning

The fourth step is to encourage collaboration and learning among your team. Collaboration means working together to solve problems, share ideas, and achieve goals. Learning means acquiring new skills, knowledge, and insights to improve performance. To encourage collaboration and learning, you need to create a positive and supportive team culture. Foster trust, respect, and openness among your team members. Encourage them to ask questions, share feedback, and learn from each other. Use team-building activities to strengthen their relationships and morale.

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5 Manage your own stress

The final step is to manage your own stress as a team leader. Working with a team that’s underperforming can take a toll on your physical and mental health. You may experience symptoms such as fatigue, anxiety, irritability, or insomnia. To manage your stress, you need to practice self-care and coping strategies. Take care of your basic needs, such as sleep, nutrition, and exercise. Find healthy ways to relax, such as meditation, breathing exercises, or hobbies. Seek support from others, such as friends, family, or colleagues.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You’re working with a team that’s underperforming. How can you help them get back on track?

1

2

3

4

5

6

1 Identify the root causes

2 Set clear and realistic goals

3 Provide support and feedback

4 Encourage collaboration and learning

5 Manage your own stress

6 Here’s what else to consider

Stress Management

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You’re working with a team that’s underperforming. How can you help them get back on track?

1

2

3

4

5

6

1 Identify the root causes

2 Set clear and realistic goals

3 Provide support and feedback

4 Encourage collaboration and learning

5 Manage your own stress

6 Here’s what else to consider

Stress Management

Rate this article

Thanks for your feedback

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