Faire face à un membre de l’équipe qui ne respecte pas les délais. Comment pouvez-vous fournir efficacement un feedback constructif ?

When someone keeps missing deadlines, here's how to help: 1. Talk alone: Meet with them privately. 2. Be clear: Point out exactly when they missed deadlines. 3. Listen first: Ask why they're having trouble before giving advice. 4. Show the effects: Explain how late work hurts the team. 5. Set rules: Make sure they know when work is due. 6. Offer help: Ask what they need to finish on time. 7. Make a plan: Work together to find ways to manage time better. 8. Check in: Keep track of how they're doing. 9. Say "good job": Praise them when they meet deadlines. Remember, you want to help, not punish. By talking about this quickly and kindly, you can help them get better. Being on time is a skill people can learn.

This is absolutely critical. Whilst the end result may well be that the employee has to 'do better' or 'make a change', it is essential that you have understood the reasons behind the deadlines being missed and, crucially, any mitigating factors. Once you have laid these out you can discuss a strategy for getting back on track (this may include external assistance from HR, OHS etc) and then implement and monitor progress. There isnt always a positive outcome but giving a fair chance is key and it 'should' strengthen the relationship moving forwards. Of course there always exceptions.

I’ve found that addressing missed deadlines effectively requires a balance of empathy and clarity. I first have a private conversation to understand any underlying issues. Then, I provide specific examples of missed deadlines and explain the impact on the project and team. Together, we set clear, achievable goals and deadlines, and I offer support or resources to help meet them. Regular check-ins ensure progress and accountability, fostering a culture of continuous improvement and mutual respect.

Identificar causas, definir expectativas, fornecer suporte, monitorar o progresso, ajustar abordagem, dar novamente feebdack, tudo isso é muito lindo, mas e o líder? Como ele é visto? Mais de 70% das pessoas trabalham nas empresas por seus líderes. Viram seus seguidores. Isto é estatístico. Não é pela camisa da empresa, é pelo líder. Se o líder percebe este tipo de comportamento ou qualquer outra, o caminho é sempre o mesmo: feedback de respeito, com dados específicos, respeitoso e uma sugestão de apoio e plano de ação. Muitos líderes pensam que dão feedback, mas não chamam em particular.Conversam ali, no meio do posto de trabalho. O efeito desse suposto feedback é quase nulo. Tudo sem julgamento pessoal em prol da equipe. #feedback