Você está enfrentando o baixo desempenho consistente de um membro da equipe. Como lidar com isso sem ferir a moral?

Face à un collaborateur qui ne répond pas aux attentes, il faut partager du feedback pour l'aider à progresser et à changer. Il existe beaucoup de méthodes de feedback (DESC, STAR, GROW) mais toutes ont en commun 5 règles simples : - Fréquent : partager du feedback le plus souvent possible, ne pas attendre l’entretien annuel - Clair : partir de faits concrets et utiliser des mots simples, pas tourner autour du pot - Constructif : rappeler les points forts et présenter le feedback comme une opportunité de progresser - Compris : s'assurer que le collaborateur est d’accord avec le feedback partagé - Actionnable : se concentrer sur le futur en identifiant une situation concrète où mettre en pratique le feedback

Lidar com o baixo desempenho de um membro da equipe sem prejudicar a moral envolve uma abordagem cuidadosa e construtiva. É importante iniciar com um feedback construtivo, focando nos comportamentos ou resultados específicos que precisam de melhoria. Ofereça suporte adicional, como treinamento ou recursos. Desenvolver um plano de desenvolvimento com metas claras pode ser eficaz para orientar a melhoria do desempenho. Mantenha um diálogo aberto e empático, ouvindo as preocupações do membro da equipe e reconhecendo seus esforços e melhorias, mesmo que pequenas.

Not all slowdowns are created equal! Recognize underlying issues. Schedule a private conversation to discuss their performance. Listen actively, identify roadblocks, and understand the root cause of the underperformance. Open communication allows you to tailor a solution to their specific needs. Imagine a trainer asking their client about any pain or limitations that might be hindering their progress.

Poor levels of performance when identified early can often be resolved and can help you to identify where there are other things happening for your people that might be contributing to any dips in performance that need your attention. Focus on facts, managing on outcomes and output, and don't ignore poor performance, as it rarely improves by itself. Remember to consider any reasonable adjustments you might need to make for those who need additional support to perform at their best.

Identify and monitor KPIs relevant to the team member’s role, evaluating their performance over the past three months to determine if underperformance is an isolated incident or a significant decline. Additionally, check for any behavioral changes. Once you have gathered this information, arrange a one-on-one meeting with the team member and listen to their perspective with an open mind.

Hier sollte man immer sensibel und respektvoll mit den Mitarbeitenden umgehen um die Moral nicht zu schädigen. Sobald die möglichen Ursachen identifiziert wurden sollte der Dialog eröffnet werden. Private Gespräche, die sich auch um das Wohlbefinden und die Karriereentwicklung drehen sollten geführt werden. Nicht nur die Leistungsproblemen sollten im Fokus stehen. Höre Dir die Perspektive des Mitarbeitenden an und zeige echte Besorgnis. Dieser Ansatz kann Vertrauen aufbauen und es dem Teammitglied erleichtern, sich über die Herausforderungen zu öffnen, mit denen es konfrontiert ist.

Don't deliver a one-sided lecture! Facilitate open dialogue. Create a safe space for honest conversation. Encourage your team member to share their perspective and any challenges they're facing. Open dialogue fosters trust and allows for collaborative problem-solving. Imagine a trainer having a two-way conversation with their client to understand their workout struggles.

Don't expect a marathon after a jog! Establish realistic expectations. Work together to set clear, achievable goals that align with their overall development. Measurable goals provide a roadmap for improvement and a sense of accomplishment. Imagine a trainer setting achievable fitness goals with their client, like increasing weight or reps gradually.

Don't just hand them a workout plan! Provide targeted support. Offer resources, training, or mentorship opportunities to address the identified gaps. Targeted support empowers your team member and equips them with the tools they need to succeed. Imagine a trainer providing their client with personalized workout routines, nutritional guidance, or recommending a fitness buddy.

Don't leave them hanging after sign-up! Monitor performance. Schedule regular check-ins to discuss progress, address any new challenges, and celebrate achievements. Regular check-ins demonstrate your commitment and keep them motivated. Imagine a trainer scheduling regular sessions with their client to track progress, adjust routines, and offer ongoing encouragement.

Identifique as Causas: Antes de tomar medidas, compreenda as razões por trás do baixo desempenho. Comunique-se Abertamente: Inicie uma conversa honesta com o funcionário. Ouça suas perspectivas sobre o desempenho e compartilhe suas preocupações. Ofereça Treinamento e Desenvolvimento: Se a falta de habilidades for um problema, forneça oportunidades de capacitação. Feedback Construtivo: Destaque áreas de melhoria e reconheça conquistas. Seja construtivo e focado no desenvolvimento. Soluções Conjuntas: Trabalhem juntos para identificar soluções. Inclua o funcionário no processo. Avalie o Ambiente de Trabalho: Verifique se fatores como suporte, carga de trabalho e reconhecimento afetam o desempenho.