¿Cómo manejarías a un miembro del equipo que constantemente evita asumir su parte de la carga de trabajo?

A lot of the time people are not aware of what is actually expected from them, so the first thing I would do in a 1-1 meeting is to let the person describe and rate his current performance, give room to discuss what the person thinks went well, what didn't, guide the conversation into a self-reflection/self-analysis where the things that didn't go well came from. In the second stage of the discussion I would focus on pointing out things that I see went well as well as what I think could use improvements. It is crucial to address the reasons for this discussion as topics that could be improved instead of problems.

When a team member consistently avoids their share of the workload, start with a private conversation to understand their perspective and set clear expectations. Offer support and monitor their progress closely. If the behavior doesn't change, it's important to discuss the impact on the team. Ultimately, if they don’t step up, replacing them might be necessary to maintain team morale and productivity.

Abordaria a situação com uma conversa direta e construtiva, tentando entender o motivo do comportamento e oferecendo suporte se necessário. Reforçaria a importância do trabalho em equipe e alinharia expectativas claras sobre as responsabilidades. Caso o problema persista, discutiria as consequências, mantendo uma postura firme, mas justa, para garantir a colaboração e o sucesso do time.

Addressing a team member who persistently skips their task demands a balanced approach. Begin by having a confidential, sympathetic chat to better grasp their point of view. Clearly express expectations and the consequences of their actions on the team. Set explicit, quantifiable goals and offer regular feedback. Encourage collaboration and accountability within the team. If the behaviour continues, consider using formal performance management procedures. This strategy assures justice, boosts team morale, and fosters a productive workplace

Entamer un dialogue ouvert avec un membre de l’équipe qui évite ses responsabilités est crucial, mais il ne faut pas oublier l'impact sur les autres membres. La vraie question est de savoir si nous devons sauver le "chauffeur" en risquant de perdre la motivation des "passagers", ou intervenir fermement pour préserver l’équilibre et l'efficacité de l'équipe. Une approche équilibrée consiste à écouter tous les concernés, tout en prenant des décisions qui favorisent le collectif. L’équilibre entre soutien individuel et justice pour l’équipe est la clé du succès.

A good manager should always have at least one ear open even during informal conversation on the side. People reveal regularly small hints in what their motivation drivers are, so you just have to pay attention. This way you can identify positive motivators - types of tasks, salary, travel etc., or negative motivators such as a person is dealing with a certain type of issue in or outside of work and try to adjust the approach accordingly.

Comprendre la motivation de chaque membre de l'équipe est crucial. J'ai souvent constaté qu'un collaborateur qui semble éviter ses responsabilités peut être aux prises avec des défis invisibles, qu'ils soient personnels ou professionnels. Plutôt que de juger, je m'efforce de comprendre ce qui le motive et d'ajuster mon approche en conséquence. Offrir du soutien, adapter les tâches à ses forces, ou simplement être à l'écoute peut faire toute la différence. Toutefois, il est indispensable que ces ajustements soient alignés avec les besoins de l'entreprise. Mon objectif est de créer un environnement où chacun se sent capable et motivé de contribuer pleinement, tout en répondant aux objectifs stratégiques de l’entreprise.

Pour moi, LA première chose à faire en tant que leader d'équipe est de définir clairement les responsabilités et les délais de chacun. Cela crée un cadre de travail transparent où chaque membre sait exactement ce qu'il doit accomplir. En étant clair dès le départ, on s'assure que tout le monde est sur la même longueur d'onde et on évite les malentendus qui peuvent entraîner des déséquilibres dans la charge de travail. Cette démarche n’est pas seulement essentielle pour gérer les situations actuelles, elle permet aussi de prévenir les problèmes à venir et de maintenir une équipe soudée et efficace.

Providing feedback regularly is helpful not only for problematic employees. Often is the case that with a bit of coaching and guidance, most people improve drastically their performance. A good rule of thumb is to do at least one 1-1 once per month. In more serious situations could be on a weekly or even daily basis.

Here are three tips on how to promote more team spirit in your team: 1) Recognize and Celebrate Achievements: Value individual and collective contributions by celebrating milestones and victories. 2) Invest in Team Building Activities: Organize activities and events that allow team members to get to know each other outside the work environment. These experiences help build stronger bonds and improve cooperation. 3) Encourage Collaboration: Create opportunities for team members to work together on projects, tasks and challenges. This strengthens relationships and improves understanding of each other's skills and capabilities.

To monitor team members' performance effectively, start by setting clear expectations with specific, measurable goals (I recommend using the SMART goal idea). Use key performance indicators (KPIs) to track relevant aspects such as productivity and meeting deadlines. Hold regular feedback meetings to discuss progress, challenges and offer guidance, adjusting strategies as necessary. These practices guarantee a fair and continuous assessment of performance, as well as providing the necessary support for team development.