It’s possible for a team member to lose focus occasionally, but as a team lead, it’s your responsibility to guide them back on track with some effort. Initiate a casual conversation, perhaps over tea, to discuss the job scope and how their role contributes to the department’s overall objectives. Clearly explain the purpose of their position, outline the Key Result Areas (KRAs), and compare these with their current performance. Highlight areas needing improvement and provide actionable steps to help them achieve the desired results.

To conduct a fair review,one should gather feedback from various sources like self-assessments and peer input, and focus on both strengths and areas for improvement. should use clear performance criteria, combining measurable results and observations. Start by highlighting successes, then discuss challenges with specific examples. Encourage the team member to share their perspective and set clear and actionable goals for the future. should Follow up regularly to track progress and provide ongoing support. This approach ensures fairness, clarity, and a focus on growth.

Define goals that align with each team member's achievable level, ensuring that obstacles do not make them seem impossible to overcome. Regular monitoring, development, and improvement initiatives should involve the entire team, focusing on low and high performers.

Gather Comprehensive Data: Collect performance metrics, peer feedback. Adopt a Balanced Feedback Model: Use frameworks to provide constructive, specific feedback. Highlight achievements while addressing gaps objectively. Incorporate Self-Assessment: Encourage the team member to reflect on own performance. This fosters accountability. Focus on Developmental Goals: Frame the review as an opportunity for growth. Collaboratively set clear, actionable objectives with measurable milestones. Promote Open Dialogue: Create a two-way conversation, Address any concerns or barriers they face and ways to support improvement. Ensure Consistency and Fairness: Align your review with org policies and performance criteria, ensuring consistent standards.

To conduct a fair review for a team member with varied performance, assess their work holistically over the review period. Gather objective data, such as metrics, achievements, and feedback, highlighting both strengths and areas needing improvement. Use specific examples to ensure clarity and fairness. Focus on identifying patterns rather than isolated incidents. Engage the employee in a two-way conversation, encouraging them to share their perspective and challenges. Set clear, achievable goals for improvement and provide actionable feedback. Conclude the review by offering support, like training or resources, to help them grow and succeed in their role.