Antes de tudo é preciso analisar os fatos: 1. os prazos e condições de execução foram realísticos? 2. o funcionário teve as informações, elementos e apoio necessários para executar a atividade? 3. fizeram o alinhamento de expectativas, explicando as atividades, os entregáveis nas datas? A comunicação foi clara? 4. o funcionário estava sobrecarregado com outras projetos, consequentemente a data final já estava comprometida desde o início? De posse dessas informações, eu iria conversar com o funcionário, começando por entender o seu momento pessoal, se está com um algum problema que pode estar impactando na performance. Assim teria uma reunião estruturada e objetiva.

90% of missed deadlines are symptoms of problems you've ignored earlier. Let's fix this: - Cut the "why are you missing deadlines" lecture and ask "what's blocking you from giving realistic estimates?" Had a team member reveal they were saying yes to impossible deadlines because they feared looking incompetent. - Do a 5-minute daily priority check. Missed deadlines could be due to conflicting priorities. No amount of "time management" would've fixed that. - Make them walk you through their next deadline's timeline backward. Most missed deadlines are actually decided without considering key dependencies. If they get defensive or overly apologetic instead of problem-solving with you, there's a deeper trust issue you need to tackle first.

At the realm of things is to understand the professional better instead of basing missing deadlines on assumptions. It is important to create a safe space where the professional can be upfront of any challenges, personal or professional which could be the catalyst for the delays. Often times we ignore the plausible reasons. While handling teams, it is important as leaders to be good listeners and be involved in the professional's progress/ path.

Here’s a roadmap that I normally follow: -Schedule a private meeting to discuss the issue in a confidential setting. -Begin the meeting by sharing your concerns regarding missed deadlines. -Allow the employee to explain their situation and any challenges they're facing.(very critical) -Collaboratively pinpoint specific obstacles that may be impacting their ability to meet deadlines. -Discuss possible solutions and strategies to overcome those challenges. -Establish clear, achievable deadlines moving forward to ensure accountability. -Schedule regular check-ins to monitor progress and provide ongoing support. -Provide any necessary tools, training, or resources to help improve their time management skills.

Get to the core of the issue. Is it a lack of priority, overwhelm, competence, life circumstances or motivation? There can be a variety of factors. Once the core is identified, it must be addressed immediately. Accountability is one of the top three factors for performance. If you support the individual and they continue the same behavior, then it's time to determine whether they need to shift positions or leave the organization.