Il faut d'abord commencer par félicité l'équipe. Revenir sur vos succès passés, ainsi que les éléments ayant contribuer à ce succès. Ensuite essayer d'identifier ensemble les éléments à la cause de la baisse de performances. Et trouver ensemble des solutions pour y contrevenir.

Begin with a supportive discussion with a slipping team member to help them find any obstacles to getting back on track. Get on the same page, and together you clarify expectations and set specific, achievable goals. If needed, offer resources or training and set up regular check ins to track progress and give feedback. In a recent case I used this approach by splitting the tasks into manageable steps, and meeting weekly to review updates. It gave them confidence, so they refocused. Empathy and pointing out a clear path re engages under performing work team members.

I'd start by having an open and honest conversation, making sure they feel comfortable sharing any challenges they might be facing. Sometimes a little empathy and understanding can go a long way in helping someone get back on track. Gently remind them of their past successes and the strengths they bring to the team, boosting their confidence. Together, we could revisit the goals and expectations, ensuring they're still relevant and achievable. Finally, I'd offer my support and guidance, perhaps suggesting some helpful resources or pairing them with a mentor.

When addressing a decline in a team member's output, it's crucial to adopt a holistic approach that considers both personal and professional factors. Engaging in open communication can help identify underlying issues, whether they are workload-related, personal challenges, or a lack of motivation. Additionally, implementing regular check-ins and providing constructive feedback can foster a supportive environment that encourages improvement. It's also beneficial to set clear, achievable goals and recognize progress, as this can significantly enhance a team member's engagement and performance. Ultimately, a proactive and empathetic management style can transform challenges into opportunities for growth.

A melhor forma é acompanhar os rendimentos da sua equipe todos os dias com ferramentas de gestão de pessoas. Analise a cada dia o rendimento e verifique se há mudanças de comportamento. Use o feedback estruturado todos os meses com todos os membros da equipe e saiba quais são os objetivos de cada um dentro da empresa. Monte planos de desenvolvimento para acompanhar com eles. Seja sincero e cobre o respeito entre seus colaboradores.

Sometimes, performance dips are due to external personal factors, stress, or burnout. Be empathetic and patient while being clear about expectations and timelines. Don’t just check in once and assume everything will be fixed. Regular support and feedback are key to seeing progress. By addressing the issue with care, understanding, and a clear plan, you can guide your team member back on track and help them regain their confidence and motivation. Strike a balance between offering help and holding the team member accountable. It’s important to empower them while also ensuring that they take responsibility for improving.

Un seguimiento de cada puesto, con su correspondiente evaluación de desempeño (siempre adaptada a la realidad particular de cada empresa), un canal de comunicación permanentemente abierto (a través de reuniones periódicas individuales y grupales), una actualización del contenido del puesto y sus funciones (conforme vaya evolucionando el negocio y el entorno), un establecimiento de apoyos temporales entre áreas o departamentos (cubriendo situaciones de enfermedad o vacaciones), una rotación de puestos (potenciando el desarrollo de habilidades complementarias)… una serie de labores que sirvan para mantener y fomentar una actitud positiva ante el puesto, siempre redundará en beneficios y ventajas tanto para el colaborador como para la empresa.

Support, communication, and compassionate leadership are essential to helping a team member return to good performance. Here are some key steps to effectively support them - Discreetly and non-judgmentally analyze the situation - Organize a one-on-one discussion - Set clear and achievable goals - Propose a personalized support plan of the workload - Encourage ongoing communication and feedback (@engagement & Performance) - Recognize and celebrate small victories - Stay attentive and flexible It is important to continue to be attentive to signs of possible new obstacles. Be flexible in your support.

With the neccessary monitoring of each position, with its corresponding performance evaluation (always adapted to the particular reality of each company), a permanently open communication channel (through individual and group periodic meetings), an updating of the position content and its functions (in agreement with the business and the environment evolution), a temporary support among areas or departments program (covering illness or holidays situations), a rotation of positions (powering the development of complementary abilities)… a series of works that are useful to maintain and to promote a positive attitude with regard to the position, that will always redound to benefits and advantages both for the collaborator and for the business.

With a necessary monitoring of each position, with its corresponding performance evaluation (always adapted to the particular reality of each company), a permanently open communication channel (through individual and group periodic meetings), an updating of the position content and its functions (in agreement with the business and the environment evolution), a temporary support among areas or departments program (covering illness or holidays situations), a rotation of positions (powering the development of complementary abilities)… a series of works that are useful to maintain and to promote a positive attitude with regard to the position, that will always redound to benefits and advantages both for the collaborator and for the business.