O que fazer se o desempenho da sua equipe não estiver atendendo às expectativas?

If your team is not meeting expectations, take a hard look in the mirror. Was the “why, how & what” communicated? How do you know your team understands the expectations? Are you listening to hear or to speak? Are the right people on the team and in the right seats? How are you leading? Seek guidance from others; hire yourself a mentor and/or coach.

Performance expectations/goals need to be clearly communicated, but also bought into by everyone. I always found that when I have my team write their goals for the year there was always better performance. If I just hand them what they need to do they aren't as bought in. Then, we would meet weekly during our 1:1 to work through any roadblocks they needed help clearing to achieve their goals and quarterly to do a review on where they were towards their goals that year.

The first step in my opinion is to have a method to assess this situation. The method must have the objective to identify the root cause. The reason why some leaders are not able to figure this out as this needs time investment. For example, a root cause session may need 3 to 4 multiple sessions with the stakeholders or one long session. Also, choosing the method is important. For example- a six sigma assessment is done by DMAIC methodology, similarly, go with the most viable method that will yield in evaluating KPIs, behavioral assessment & such aspects of the team. In this process, having constructive conversations induced with empathy will hold value.

Team's performance is a function of many factors including, the clarity of purpose, clarity of standards of performance, trust within the team, ability to have tough conversations, conflict management skills, amongst others. And one of the biggest contributor to performance is the context in which the team operates in - who are the stakeholders, what industry, the company culture, etc. Having an assessment of the situation therefore involves having conversations with the team members, team leader and those who have comissioned the team to explore what are the areas the team needs support.

'Management by objective works - if you know the objectives. Ninety percent of the time you don't.' Said, Peter Drucker. Setting clear goals is such an important step towards ensuring the team not only meets the expectations, but becomes a high performance team. 'Redundancy' in communication is extremely important to avoid any failure in understanding of the goals by the team and is the greatest antidote to entropy. Frequent reminder of set goals and progress monitoring is equally significant. Along with clarity of goals the element of motivation creates the synergy. Celebrating initial successes works great to motivate for bigger and final goals.

Goals that Drive Performance Setting a goal that engages a team to achieve is one of the most pivotal responsibilities of a leader. Here are the things you have to get right: 1. Is it a goal that matters? You can’t ask a team to give their best if the outcome isn’t important. 2. Is “winning” clearly defined? If the goal isn’t objectively measured, with a clear X to Y, no one will play to win. 3. Do you have a playbook of actions that will drive the result? No process, no outcome. 4. Is performance tracked in a clear and compelling way? Can you see where you’re winning? 5. Is everyone accountable to each other for doing their part? Accountability drives trust and respect. 6. Is the entire team engaged? Resistance kills energy.

You can never underestimate the power of "WIFM". Teams will not work toward a goal if they don't see the benefit to them, and creating a quantitative metric is essential so the team understands what success looks like. Collaborating on the process to reach success is also pivotal so nothing is left out and all great ideas are considered. Team success should not be assumed once a goal is provided. Establishing the path together is extremely effective.

Here's is what I would do : Elevating Team Performance by Addressing Shortfalls Assess the Situation: Pinpoint specific areas where performance is lacking. Communicate Expectations: Clearly outline what success looks like and where improvements are needed. Provide Support: Offer resources, training, or mentorship to address skill gaps. Encourage Feedback: Create a safe space for team members to voice concerns and offer suggestions. Set SMART Goals: Celebrate Progress: Recognize and celebrate small wins to boost morale and motivation. Reevaluate Strategies: Adjust approaches as needed to foster continuous improvement. 💪 #TeamPerformance #LeadershipDevelopment #ContinuousImprovement

In times of uncertainty, setting clear goals acts as a beacon guiding us through the fog. Each goal is a roadmap, carefully charted with specific milestones and measurable outcomes. By adhering to the SMART criteria specific, measurable, attainable, relevant, and time-bound – we ensure that our objectives are not just aspirations but actionable steps towards success. As a team, understanding our individual roles within these goals fosters a sense of ownership and accountability, propelling us forward with purpose and determination.

Supporting your team is akin to tending a garden – it requires patience, care, and nurturing. Sometimes, all it takes is a little extra sunlight or water to help a struggling plant thrive. Similarly, providing additional training, resources, or simply lending a compassionate ear can make all the difference in boosting morale and performance. Demonstrating empathy and understanding not only fosters trust but also instills confidence within the team. Remember, failure is not a dead end but a stepping stone toward growth and development. By offering unwavering support, we cultivate resilience and nurture a culture where every setback is viewed as an opportunity for learning and improvement.

Supporting the team is essential in addressing underperformance. This support can manifest in various forms. Firstly, it involves identifying any barriers or challenges hindering the team's performance. This might include resource constraints, skill gaps, communication breakdowns, or unclear processes. By actively listening to team members and conducting thorough assessments, I can pinpoint areas that require intervention. Once identified, I would take proactive measures to address these issues, whether through additional training, allocating more resources, improving communication channels, or refining workflows. Additionally, I would foster a culture of collaboration and open communication.

Once goals have been established according to what the team needs to deliver, it is time to evaluate what the team needs to success. It starts with open communication and building trust. The team needs to be able to have an open discussion about how they see the expectations and what they think is needed. Things to consider go from offering individual support, mentoring and coaching to the members of the team, finding trainings and resources to grow, or even adding skills into the team. It can be adding a project manager, a senior engineer, upskilling some members in the team so they can play a more guiding role. Or just making yourself available so they know you have their back.

Enhancing team performance involves offering support through training, resources, or empathy. Demonstrating belief in your team and viewing failure as a learning opportunity can foster resilience and a culture of continuous improvement.

Setting up frequent check-ins to monitor progress, tackle challenges, and celebrate wins helps keep your team focused and motivated. These meetings also allow for strategy adjustments, demonstrating your responsiveness and commitment to team success.

É importante iniciar um diálogo honesto e construtivo com a equipe. Para isso, reúna a equipe para comunicar as expectativas e o desempenho atual, utilizando dados concretos e exemplos específicos. Em seguida, abra espaço para que possam compartilhar sugestões de ajuste de estratégia, incentivando a participação individual e a escuta ativa, criando um ambiente seguro para que os membros da equipe expressem suas preocupações, sugestões e ideias. Ao trabalhar juntos, será possível ajustar a estratégia demonstrando empatia e compreensão pelos desafios que a equipe possa estar enfrentando, reconhecendo seu esforço e dedicação.

Create an environment where feedback is frequently expected. It can be in the form of surveys, retrospectives or direct feedback. When receiving feedback, remember to give thanks and to ask questions to understand it better. Don't try to justify yourself or explain your actions. Otherwise, you might hurt trust and the ability to share feedback.

Actively seek feedback from your team to understand their perspective, making them feel valued and involved. This practice offers insights for refining leadership approaches and solving issues, while establishing trust and fostering collaboration.

When performance lags, resist the urge to immediately analyze or accuse. Take a step back, breathe deeply, and view your team as fellow travelers on a shared journey, not just cogs in the machine. Listen to understand realities beneath superficial tensions, with empathy not judgment. Collective challenges are best addressed through collective wisdom; lead by asking questions to draw out diverse perspectives, instead of directives from above. Measure growth as much in strengthened relationships as metrics alone. Where connections run deep, uncertainty need not paralyze. Have faith that small acts of mutual support, sown with patience, will in time bear fruit that could not be prescribed.

When a team's performance isn't meeting expectations, it's essential to take a structured approach to identify the issues and implement solutions. Here's what I recommend: 1. Assess the Performance Gap 2. Communicate Openly 3. Identify Obstacles 4. Set Clear Goals 5. Focus on Behavior Change 6. Provide Support and Resources 7. Follow-Up: 8. Celebrate Progress 9. Adjust as Needed 10. Hold Everyone Accountable By following these steps, you can address performance issues constructively and lead your team to the next level of effectiveness. Remember, it's about identifying problems and working collaboratively to find solutions and drive positive change.

When your team's performance is not meeting expectations, addressing the situation requires effective leadership strategies. Daniel Goleman's six styles of leadership, as outlined in his book "Leadership That Gets Results," can provide valuable insights into how to manage such a scenario. Prioritize fostering open communication to uncover and address underlying issues obstructing progress. Additionally, provide support and ample resources to facilitate the growth and development of team members. Cultivating an environment of collaboration and teamwork is equally crucial, as it serves to invigorate morale and bolster motivation. Above all, remain adaptable, tailoring your approach to suit the unique needs and dynamics of the team at hand.

In this situation it may be tempting to immediately jump to the conclusion that the issue is with the team and solely their performance, however, that is not always the case. There are times our expectations are no longer reasonable or even possible. Often expectations that were more than reasonable only weeks ago can take a drastic shift, necessitating lofty adjustments. You can see this with disruptions in supply chain, emerging competition or shifts in supply vs. demand, etc. When we prematurely jump to the conclusion that the issue at hand is inadequate team performance, this can be quite deflating and demoralizing to the members. We want to first and foremost make sure that our expectations are achievable and currently reasonable.

Before doing any acts, the first thing to do is recognize that the team's performance is decreasing by the affecting of impediments or the expectation is higher than their capability. Sometimes, it needs much time to resolve and it can becomes unrealistic while the organization does not have enough resource to support or help you revise your team. Infact, the solution is based on your organization than yours.