How can project leaders identify team members who need additional support?

Some specific ways you can track team member's progress and contributions is by checking the PM software for the activity log, you can ask them for an update on their tasks, or you could even send out a survey with questions prompting them to express how they're feeling about their progress and contributions. A good leader will be able to spot weak areas or areas of opportunity for the team member by assessing these things. After you identify their areas of opportunity, working to support them and guide them in the way they need is really important!

This can be challenging, especially in a work from home set up. I always suggest scheduling regular check-ins with your team. It's a great opportunity for two way communication. Also make it a habit of regularly talking about goals. One month, your employee might be focused on making the most sales. The next month, they may be focused on taking care of their sick kid. Open communication is always key.

While chats and emails serve as valuable methods of communication, especially in our virtual world, there are better options for discussing certain topics, such as performance. Fostering a safe and trusting environment is significantly influenced by the method of communication you choose with your team members. When addressing their well-being and support needs, using email or chat may be less effective compared to picking up the phone or meeting for coffee in person. The more personal the approach is, the more likely the team member will be to open up, share their feelings, and express the challenges they're facing.

Communication plays a key role in bridging the communication gap between project leads & team members. Encouraging open & frank communication by keeping clear set of goals & expectations within team fosters the culture of collective ownership. It's imperative for leaders to respect team-members' personal well-being & health while being professional on their work items. This creates an empathetic & friendly environment within the team.

There will always be those that despite leadership efforts to connect and get them to open up will continue to regard leaders as intimidating and remain guarded. Such relationships often require more creative and unorthodox approaches to get to the crux of certain issues. Employees may begin to exhibit problems with conduct or productivity for unknown reasons. In these situations, leadership may have little success in getting certain employees to open up due to sensitive underlying issues. An employee may suffer from a malady leading to excessive truancy and may be entitled to an accommodation to protect employment. It is vital that leaders know how to get resistant employees to open up. Success will rely heavily upon established trust.

In my experience, it starts with having a strong relationship with the team you lead. The more they know you care about their role growth, career development, and ultimately them as a person, the more likely they are to be open with you if they are falling short or need additional assistance. If you are checking those boxes about their growth, development, and them as people, you will - more often than not - know they need your help before they ask for it. Consistent coaching and asking “what do you need from me” will create a culture where your team doesn’t suffer in silence when they need you to lead them through their professional, and sometimes even personal, challenges.