Your team is underperforming. What are the most common reasons for failure in performance management?

1 Lack of clear goals

One of the most common reasons for failure in performance management is the lack of clear, specific, and measurable goals for your team. If your team does not know what they are expected to achieve, how they will be evaluated, and how their work contributes to the organization's vision, they will likely feel confused, demotivated, and directionless. To avoid this, you need to set SMART goals for your team: Specific, Measurable, Achievable, Relevant, and Time-bound. You also need to communicate them clearly and regularly, and align them with the organization's strategy and values.

2 Poor feedback

Another common reason for failure in performance management is poor feedback. Feedback is essential for your team's learning, growth, and improvement, but it can also be tricky to give and receive. If your feedback is too vague, infrequent, negative, or inconsistent, it will not help your team perform better. It might even harm their confidence, trust, and engagement. To avoid this, you need to give feedback that is timely, specific, balanced, constructive, and actionable. You also need to encourage your team to give feedback to each other and to you, and to create a culture of openness and honesty.

3 Unrealistic expectations

A third common reason for failure in performance management is unrealistic expectations. If you set goals that are too high, too low, or too vague for your team, you will not motivate them to perform well. You might also create stress, frustration, and resentment. To avoid this, you need to set goals that are challenging but realistic, and that match your team's skills, resources, and capacity. You also need to monitor your team's progress, adjust your expectations as needed, and celebrate their achievements.

4 Lack of support

A fourth common reason for failure in performance management is the lack of support. If your team does not have the tools, training, resources, or guidance they need to perform well, they will likely struggle and underperform. They might also feel neglected, isolated, or overwhelmed. To avoid this, you need to provide your team with the support they need to succeed. You also need to coach them, mentor them, empower them, and recognize them for their efforts and contributions.

5 Poor communication

A fifth common reason for failure in performance management is poor communication. Communication is vital for any team's performance, but it can also be challenging and complex. If your communication is unclear, inconsistent, or insufficient, you will not be able to coordinate, collaborate, or solve problems effectively with your team. You might also create misunderstandings, conflicts, or errors. To avoid this, you need to communicate clearly, frequently, and respectfully with your team. You also need to listen to them, involve them, and appreciate them.

6 Lack of trust

A sixth common reason for failure in performance management is the lack of trust. Trust is the foundation of any team's performance, but it can also be fragile and difficult to build. If your team does not trust you, each other, or the organization, they will not perform well. They might also feel insecure, defensive, or cynical. To avoid this, you need to build trust with your team. You also need to be honest, reliable, respectful, and supportive.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?