Here's how you can effectively spot and resolve performance issues within your team.

Aquí te comparto algunos pasos que pueden ayudarte a abordar estos problemas de manera efectiva: -La comunicación abierta es clave para identificar problemas temprano. -Evalúa regularmente si el equipo está alcanzando los objetivos establecidos. Los desvíos significativos pueden indicar problemas subyacentes que necesitan ser abordados. -Utiliza métricas relevantes para tu equipo y proyecto para monitorear el rendimiento. Esto puede incluir tiempos de entrega, calidad del trabajo, satisfacción del cliente, entre otros. -Identificación de causas raíz: una vez que se detecta un problema, investiga a fondo para identificar las causas subyacentes. Esto puede requerir entrevistas con los miembros del equipo afectados, análisis de procesos, etc.

Spotting and resolving performance issues within your team requires a keen eye and proactive approach. Start by setting clear expectations and goals, then regularly monitor progress against these benchmarks. Look out for consistent underperformance or missed deadlines, which can indicate deeper issues. Engage in open and constructive dialogue with team members to understand challenges they may be facing. Offer support, resources, or training where needed to help them improve. Address issues promptly and objectively, focusing on solutions rather than blame. Remember, fostering a supportive environment where feedback flows both ways is key to resolving performance issues effectively.

Do the WHO, WHAT, WHERE, WHEN, HOW, WHY method and make sure each of those are known and shared with the team, not just managers. Pull in the managers, supervisors, and frontline team to ask the question. The front-line team knows the issues, so ask them. Have them help figure out a fix to the issues. Put the processes into an 80/20 rule, meaning, 80% of the time, they should just DO, and 20% of the time, they need to THINK. Create an easy (or easier) process for everyone to follow. Break it down so there is no thinking, just doing. Ex: from 8 am-10 am there needs to be 300 pieces of plywood placed on the trailer. If at 915am, there are only 150 pieces, then it’s all hands on deck to ensure the other 150 pieces are done on time safely.

Even great teams, for one reason or another, don’t perform to the expected standard. You may try to avoid the situation and hope it goes away on its own. The reality, though, is that the problem does exist, and the longer it goes on without being talked about, the worse it will get. On a company level, the performance of each individual team impacts the organization’s overall production and revenue goals. As a leader, you are accountable for your team’s performance, and it’s critical to take direct action to prevent even bigger problems down the road.

Comunicación Abierta: Fomenta un ambiente donde los miembros del equipo se sientan cómodos hablando sobre sus desafíos. Evaluaciones Regulares: Realiza revisiones de rendimiento periódicas para identificar problemas temprano. Causas Raíz: Investiga a fondo para comprender las causas subyacentes de los problemas de rendimiento. Plan de Acción: Desarrolla un plan de mejora con objetivos claros y pasos específicos para abordar las áreas problemáticas. Capacitación y Desarrollo: Ofrece recursos y formación para mejorar las habilidades necesarias. Seguimiento y Retroalimentación: Realiza un seguimiento continuo y proporciona retroalimentación constructiva para asegurar el progreso.

When it comes to analyzing causes, I think it's helpful to keep the phrase "be curious, not furious" in mind. In other words, don't get emotional and / or make assumptions. Instead, ask questions - the first of which should be "How can I help you?"

After spotting a performance issue, analyze its root causes. Determine if it's due to skill gaps, unclear expectations, or personal matters. Engage in one-on-one discussions to understand the team member's perspectives and challenges. Aim to support and enable them, not to assign blame. This insight is crucial for finding the right solution and fostering a supportive environment where team members can thrive.

Address performance issues by setting clear, achievable objectives. Collaborate with the team members to establish SMART goals: Specific, Measurable, Attainable, Relevant, and Time-bound. Ensure these goals align with their role and the team's targets. This clarity provides direction and motivation, helping the employee understand exactly what is expected and how to improve their performance effectively.

When your employee leaves for a 10% or 20% higher salary, it will cost you much more than that to replace them. Everyone's needs are different; listen to them and anticipate their needs. Invest in the future. For some, this could mean a course, a higher salary, more freedom, etc.

Support is crucial in resolving performance issues. Offer additional training, resources, or mentorship tailored to the individual's needs. Ensure they know you’re invested in their success. Regular follow-ups to track progress and provide encouragement can significantly impact their improvement journey. By showing genuine commitment, you create a positive environment for growth and development.

Consistently monitor progress by setting up regular check-ins to discuss development towards objectives. Use these meetings to provide constructive feedback and adjust goals as necessary. Celebrate small victories to maintain high morale and show appreciation for their efforts. Continuous monitoring demonstrates your commitment to their growth and helps ensure sustained improvement.

If performance doesn't improve, consider adjusting your strategy. Reevaluate and redefine goals, offer new support forms, or reshuffle team roles if necessary. Stay flexible and open to feedback from the team members and colleagues. Sometimes, a fresh approach can effectively resolve performance issues and help the team members find the right path to success.

Unclear expectations are the root of disappointment. This may stem from a lack of the three C's: clarity, confidence, or competence. Ask open-ended questions to understand the situation better. The signs could be: Minimal effort → No growth opportunities Less engagement → Feeling undervalued Lack of enthusiasm → Lack of recognition No interest in growth → Poor management Decreased work quality → Burnout But we never know until we ask.

Consider sharing success stories of past team members who overcame similar challenges. Implement peer support systems where team members can learn from each other. Create a culture of open communication where feedback is regularly exchanged. Ensure that performance improvement plans are seen as opportunities for growth, not punitive measures, to foster a positive and productive work environment.