Dealing with underperformance in a remote team?

Para lidar com o baixo desempenho em uma equipe remota, começo identificando as causas subjacentes, como falta de clareza nas expectativas ou dificuldades na comunicação. Estabeleço metas claras e mensuráveis, além de oferecer feedback regular e construtivo para orientar melhorias. Promovo o engajamento mantendo uma comunicação frequente e acessível, e garantindo que os membros da equipe tenham as ferramentas e recursos necessários para o sucesso. Também crio momentos para reforçar a conexão entre a equipe, mesmo à distância, fortalecendo o senso de pertencimento e responsabilidade coletiva.

Trust and purpose can be the two ingredients that turn around underperformance in a remote team. A shared, sometimes audacious, inspiring purpose can build a strong sense of belonging, ownership and initiative. Also build a pathway to the purpose - what milestones do we as a team achieve, by when so that micro steps to the bigger purpose are fulfilled. Then allow teams to define how they want to achieve the bigger goal, achieve the purpose. Guide when neccessary, and leave the door open for the team to ask for help. Trust people, inspire them enough to trust you. These are bonds that are often stronger than any other work related incentive. Focus on how people feel, and they will do the right things.

The first step is addressing the label. Who has decided the team is underperforming and by what measures? Are the team clear on these measures in a way that would allow them to course-correct? If not then this is likely a leadership issue and not a performance issue. Using robust analytics can be a useful starting point to determine the root cause of any performance issues. Profiles and surveys can keep the conversations that follow objective and less likely to veer into personal/subjective debate - rather they should highlight the way forward in a way that all of the team can get behind.

Setting clear expectations is key to fixing underperformance. For example, with Mr. XYZ, whose productivity was lagging, I first identified the issues and then focused on setting clear goals. I sat down with him and outlined what needed to be done, setting specific targets and deadlines. We talked through each task and agreed on what success looked like. I also made sure he understood his role and how his work fits into the team’s objectives. To keep things on track, I provided written guidelines and set up weekly check-ins to monitor progress and offer support. This approach made sure Mr. XYZ knew exactly what was expected, helping him improve and better align with the team’s goals.

Covid has forced us to develop ways and take advantage of technology in our way of working. There are project management tools that could assist in setting expectations and giving a roadmap to the team to set clear objectives. For example, I recommended the use of the Planner functionality in MS teams to provide a clear guideline and increase accountability and transparency of the team’s objectives. It also helps in tracking the progress and as a manager I also use it to check if there are areas for improvement or needs my input.

Break down larger tasks into smaller, manageable pieces to help team members stay focused and track progress. This will make them to enjoy what they are doing and thereby could increase the productivity.

Expectations should be set, documented, and communicated before creating a team, remote or otherwise. Work will be defined, prioritized, assigned and measured based on these expectations. As business priorities change, expectations may change. So, such changes must also be communicated in a timely manner. It should also be noted that the reason (the "Why") of such expectations and measures should also be communicated to assure such expectations are met. Understanding the downstream effects of meeting, or failing to meet, such performance requirements need to be communicated and understood. In a remote operation, it can be difficult to clearly communicate this information to get a common understanding and acceptable performance.

Acredito que o maior desafio do trabalho remoto foi no início da pandemia, hoje já estamos a 4 anos neste modelo, um bom tempo para as pessoas se adaptarem. Mas reuniões frequentes com o time, onde se deve levar o que se espera de cada um e alinhar prazos para as entregas

#OfferSupport to your remote team: #RightResources: Invest in the necessary tools and software to help your team thrive in their roles. #CustomizedTraining: Provide extra training or adjust workloads to align with individual strengths and capacities. #EffectiveFeedback: Regularly give both positive and constructive feedback to foster continuous improvement. Support isn’t just about encouragement; it’s about equipping your team for success. #RemoteManagement #TeamEmpowerment #LeadershipSupport

Providing support is essential for turning around underperformance. When working with Mr. XYZ, after setting clear expectations, I focused on offering the support he needed. I checked in regularly to see how he was handling his tasks and if he faced any challenges. I provided additional resources and training to help him develop the skills required for his role. I also encouraged open communication, so he felt comfortable asking for help or feedback. By being available and proactive in offering assistance, I ensured that Mr. XYZ had everything he needed to succeed and stay on track with his goals. This support helped him overcome obstacles and significantly improved his performance.

Offer the necessary resources, training, or mentorship to help the team member improve. Understand their challenges and provide the support needed to overcome any obstacles they may be facing.

Empower your remote team by giving them autonomy, decision-making authority, and flexibility. Provide training, mentorship, and necessary resources to help them grow. Regularly offer feedback and coaching, and recognize their achievements. Utilize tools like project management software, virtual training platforms, and collaboration tools to facilitate empowerment. By doing so, you'll boost motivation, productivity, and job satisfaction, while reducing turnover and fostering a positive work environment.

Maintain transparency about company goals, changes, and challenges. Keeping the team informed fosters trust and unity. Offer online training and development opportunities to help team members grow their skills, stay engaged, and advance in their careers.

Monitoring is the other side of the Setting Expectations coin. Monitoring is necessary to assure that expectations are relevant and understood. It also helps to know when there is an issue and to determine what corrective action is necessary. Some folks do not ask for help. This helps detect when assistance or redirection is necessary.

I believe remote employees might not deliver the same level of benefit as those in a physical office, where direct communication and teamwork are more seamlessly integrated. To address underperformance in a remote setting, it's vital to explore deeper issues like unclear expectations, personal challenges, or technical obstacles. Regular individual check-ins and open dialogue are key to identifying these problems. Once these issues are understood, it's important to set clear, attainable goals that reflect the remote work environment. Additionally, after setting these expectations and providing support, monitoring progress is essential. This doesn’t mean micromanaging, but rather establishing a system for regular updates.

Keep an eye on how things are going. Regularly check in to see if improvements are being made. This isn’t about micromanaging—just making sure that the support you’re providing is working.

Proactive and frequent monitoring of key project factors is essential for ensuring timely delivery. This involves setting clear milestones, regularly reviewing progress against the plan, and identifying any potential roadblocks or deviations early on. Conducting scheduled check-ins to verify things like resource availability, budget allocations, task dependencies, and timeline adherence allows project managers to quickly address issues before they snowball into major delays.

GenBI is a new concept meaning the integration between Generative AI + Business Intelligence. A robusta Cloud HQ will allow the Leader to generate data and monitor improvement of the team. Tools like radr.work can help you monitor team performance and Progress.

In underperforming remote team, adjusting strategies involves several key actions. Start by reassessing your communication methods—ensure clarity and frequency in updates and feedback. Use tools that facilitate collaboration and monitor progress transparently. Set clear, achievable goals and regularly review them to keep the team aligned. Provide targeted support and resources, identifying specific areas where team members may need help. Foster a culture of accountability by setting up regular check-ins and offering constructive feedback. Encourage open dialogue to address issues and solicit suggestions for improvement. Lastly, consider if there’s a need for additional training or restructuring tasks to better fit team members’ strengths.

If the initial efforts to improve performance are not effective, be ready to adapt your approach. This could involve changing workflows, redefining roles, or providing additional support tailored to the team member’s specific needs.

Here's an approach that works for me. 1. Reassess Task Allocations: Consider whether the tasks assigned to the underperforming team member align with their skills and interests. 2. Change Communication Methods: If current communication methods aren't effective, try exploring other options. 3. Re-evaluate Team Composition: Sometimes, the dynamics of the team can impact individual performance. Consider changes to the team composition or investing in team-building activities. 4. Provide Personalized Training: If the underperformance is due to a skills gap, consider providing personalized training or mentoring. Your greatest asset is the willingness to adapt and find new solutions. Stay patient and persistent in their growth journey.

Establish a dedicated workspace, maintain a consistent routine, minimize distractions, communicate effectively with your team, prioritize self-care through breaks and a healthy work-life balance, leverage productivity tools and apps, and be adaptable to what works best for you. By creating a structured yet flexible remote work environment, staying connected with your colleagues, and taking care of your physical and mental well-being, work-from-home employees can maintain productivity, efficiency, and job satisfaction. Regularly reviewing and adjusting your strategies as needed is key to thriving in a remote work setting.

If things aren’t improving, be flexible and adjust your approach. Maybe the initial plan needs tweaking or perhaps new tools are needed to help the team perform better. It’s about finding what works best for everyone.

I don’t forget to acknowledge and reinforce positive changes. Recognize improvements, no matter how small, and celebrate successes. Positive reinforcement boosts morale and encourages continued progress. In a remote environment, where recognition can often be overlooked, making an effort to highlight achievements can significantly enhance motivation and performance.

For a long-time it's been defined by neuroscience and behaviorists that reinforcing Strenghts is more important than fixing weaknesses. The old adage is true "know who should be on the right Seat of the bus". Digital tools such as chatbots that generate digital culture, can drive a lot of engagement.

Dealing with underperformance in a remote team can be challenging, but focusing on positive reinforcement can be very effective. Foster an environment where team members feel comfortable sharing their challenges & asking for help. Regular check-ins can help you stay connected & address issues before they escalate. Regularly recognize & celebrate the efforts & achievements of your team members, no matter how small. This helps to boost morale & motivate them to perform better. Promote a culture of collaboration, respect & positivity. Encourage team members to support & uplift each other. Acknowledge it, when you see improvement, no matter how small it is. This reinforces positive behavior & encourages continued progress.

Provide consistent feedback to keep everyone aligned with goals and expectations. Recognize achievements and milestones, even in a virtual setting, to keep morale high.

To address underperformance in a remote team, think of it like tending a garden—each member needs the right conditions to thrive. Start with clear, compassionate communication, like sunlight, and offer support, like water and nutrients, through training or resources. Regular check-ins are like gentle pruning, keeping growth on track, while celebrating small wins is the fertilizer that boosts morale. When you nurture your team, you'll soon see them bloom.