Voici comment repérer et gérer les membres de l’équipe sous-performants en tant que chef de projet.

As a project manager, I will use the situational leadership framework to assess the reasons behind the underperformance of a team member. I will try to assess underperformance is because of lack of knowledge, Skills or Attitude, or it is because job description is not aligned with the interest or expertise of team member or culture or policies which is not people centric is the reason behind the underperformance. A manager only get to know the real reason when team member feel safe in sharing their concern with the manager and ready to open up. once project manager is able to establish that level of relationship with the team member then only project manager can support team member by solving the issues and enable team member to perform.

As project managers, we can identify low-performing team members through continuous monitoring and frequent feedback. Signs include missed deadlines and inconsistent quality. To address this, provide constructive and specific feedback, establish clear expectations, and offer additional support, such as training. Promote an open environment to discuss difficulties and motivations. If necessary, redistribute tasks or, in extreme cases, consider replacing the member. The key is to act quickly and with empathy, aiming to improve the overall performance of the team.

* Identify the root cause of their behavior. * Don't ignore the problem * Talk to the underperformer & find out the reason they are underperforming * Agree on expectations and a plan of action with the underperformer *Coach and mentor them * Give honest feedback and monitor the progress * Give the employee ownership of the solution

Have measurable goals post implementation of project,ensure goals are measurable and obtainable. If the desires goals are not achieving the desired out them communicate to the team goals are not being meet and how as a team do we move forward.everyone’s input is valuable so have frank and open discussions on each goal and results. Also some positive recognition is always helpful in these types of meetings.

It is more likely my fault. If I notice something is off, I take on the task myself and compare the results in terms of quality and speed. If my results are faster and better, it indicates an issue. First, I evaluate my management techniques, assuming the fault likely lies there, and then adjust my managerial style to see if there’s any improvement.

Private Discussion: Schedule a private meeting to discuss performance concerns in a supportive and respectful manner. Focus on specific examples and observable behaviors rather than assumptions or personal traits. Active Listening: Allow the team member to share their perspective and reasons for any performance issues. Listen actively and empathetically to understand underlying challenges or obstacles.

A one on one meeting to find out the learning needs or gaps is the way to go. Try to find out what’s going on with the team member.

A one on one meeting to find out the learning needs or gaps is the way to go. Try to find out what’s going on with the team member.

Set Clear Expectations: Clarify performance expectations, goals, and standards. Ensure the team member understands what is required to meet expectations and succeed in their role. Identify Support Needed: Offer support, resources, or training if the underperformance is due to skill gaps or lack of knowledge. Provide opportunities for skill development or mentorship. Create an Action Plan: Collaboratively create an action plan with specific steps and timelines for improvement. Set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) to track progress.

I’m guilty as charged !! Underperformance usually happens because of a lack of support, communication, and training. It’s important to make sure everyone has the resources they need, understands what to do, and gets regular training. As a leader, it’s crucial to notice these gaps and work on fixing them. This means offering better support, improving how we communicate, and setting up solid training programs. By doing this, we can help everyone perform better and reach their full potential.

Schedule regular follow-up meetings to review progress, provide feedback, and offer ongoing support. Adjust the action plan as necessary based on improvements or setbacks.

It is mandatory to establish clear, measurable objectives and deliverables for each team member. We must communicate these expectations openly to avoid any ambiguity. We track progress against the project plan and individual milestones and use project management tools to get real-time updates on tasks and deliverables. Poor quality of work or increased error rates. Lack of engagement in team meetings or discussions. Reduced productivity or output compared to peers. Use 360-degree feedback tools if available.

Self-assessment is key to fixing any issues. It’s important to make sure our instructions and training are clear. Regularly checking our own work helps spot problems and improve our methods, making everything run smoother and more efficiently.