Here's how you can spot and resolve performance gaps in your team members as a program manager.

Here's how to spot and fix performance gaps in your team: 1. Track & Monitor: Watch project deliverables, deadlines, and stakeholder feedback for inconsistencies. 2. One-on-Ones: Schedule regular meetings to discuss observations and identify root causes. 3. Focus & Support: Develop targeted action plans to address specific performance gaps. 4. Offer Resources: Provide training, mentorship, or additional support to help team members improve. 5. Continuous Check-ins: Track progress and adjust the plan as needed to ensure success. Proactive communication and support are key to bridging performance gaps

One of the best ways to recognize performance gaps before they affect the overall program is by ensuring that each team member has weekly deliverables. If a task will take longer than a week, collaborate with the team to break it down into smaller parts. This way, you can track progress weekly and avoid the potential surprise of realizing, 7 weeks into an 8 week timeline, that a key deliverable will be delayed.

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Key Performance Indicators (KPIs): Monitor KPIs to identify deviations from expected performance levels. Behavioral Changes: Look for changes in behavior such as decreased engagement, missed deadlines, or reduced quality of work. Feedback: Collect feedback from peers, subordinates, and supervisors to gain insights into potential performance issues.

As a program manager, recognizing signs of performance gaps is crucial. Look for early warning indicators such as decreased productivity, missed deadlines, or disengagement. To resolve gaps, identify root causes, offer targeted training, and address workplace culture. Proactive intervention ensures a high-performing team

Identify causes of performance issues is by asking individuals directly “what is stopping you from doing xyz”? Follow this up by asking “How can I/we help?” This approach can be used in one-on-one discussions, or if the company culture supports it, in settings such as a daily scrum or other brief standup meeting at the start of the day. Group discussions often lead to an immediate identification of root causes and potential solutions. The group setting can be particularly beneficial when performance gaps have yet to impact program objectives because it demonstrates to all team members that leadership not only monitors performance, but is actively working to remove roadblocks to success and help the team perform better.

Root Cause Analysis: Conduct a thorough analysis to determine the underlying causes of performance gaps, whether they are skill-related, motivational, or due to external factors. One-on-One Meetings: Have candid conversations with the team member to understand their perspective and identify any personal or professional challenges they may be facing.

Analyzing causes for performance gaps is crucial. Look for signs like decreased productivity or missed deadlines. Address root causes—lack of skills, changing job requirements, or ineffective management. Proactive intervention ensures a high-performing team

Clear Expectations: Set clear, specific, and achievable performance objectives aligned with overall project goals. SMART Goals: Use the SMART (Specific, Measurable, Achievable, Relevant, Time-bound) framework to define objectives and ensure clarity.

As a seasoned program manager, spotting and resolving performance gaps involves setting clear, measurable objectives. Regularly review progress, identify deviations, provide constructive feedback, and realign efforts to ensure objectives are met.

Providing genuine support is arguably one of the most practical, yet least understood topics. This involves understanding individual challenges, offering resources, training, and mentorship, and fostering an environment that encourages growth and continuous learning. Right Support, when provided to the team, can make a Big Difference in improving outcomes and odds of success

How can you best support your team? Just like you’d find out how to best reach your stakeholders, you’ll want to best support your team, and understand via emotional intelligence and conversation what they might need in terms of support. Think about how you respond to feedback, verbally, and non-verbally. If you tend to be closed off and unwilling to listen, the team can feel uncomfortable about coming to you for help.

Training and Development: Offer relevant training programs, workshops, or mentoring to address skill gaps. Resources and Tools: Ensure that team members have the necessary resources and tools to perform their tasks effectively. Feedback and Guidance: Provide continuous feedback and guidance to help team members stay on track and improve.

Regular Check-Ins: Schedule regular check-ins to review progress, discuss challenges, and adjust plans as needed. Performance Reviews: Conduct periodic performance reviews to assess improvements and recalibrate goals if necessary. Data-Driven Insights: Utilize data and analytics to track progress and make informed decisions about further actions.

Monitoring progress aids and abets in spotting and resolving performance gaps. This involves tracking individual performance against set objectives, identifying discrepancies, and taking corrective actions to ensure consistent progress towards goals.

Regular check ins are a great way to get an update on the progress, work through things they’re struggling with, and provide more training or resources as needed on certain topics. Stay focused and listen intently during your checkins. Be sure to highlight the wins and provide praise/appreciation when they occur too.

Flexibility: Be prepared to adjust strategies based on the team member’s progress and feedback. Continuous Improvement: Encourage a culture of continuous improvement where team members are motivated to learn and grow.

Positive Reinforcement: Recognize and reward improvements to motivate and encourage continued progress. Team Collaboration: Foster a collaborative environment where team members can support each other in overcoming performance challenges. Mental and Emotional Well-being: Pay attention to the mental and emotional well-being of team members, offering support where needed to ensure they can perform at their best.