Identify the causes for low performance and fix them. In my experience in most cases the performance of the field team is due to poorly staffed team, incorrect hires, un appreciated, undervalued work/efforts, little perks, over burden by documentation

To keep your field service team motivated and help them hit performance targets, We consider implementing a combination of strategies that foster engagement, recognition, and support. First, establish clear and achievable goals that are communicated effectively to the team. When team members understand what is expected and see that the targets are realistic, they are more likely to stay motivated.Next, provide regular feedback and recognition for their efforts. Acknowledging individual and team achievements can significantly boost morale and encourage continued hard work. Consider implementing a rewards system that recognizes top performers, which can create healthy competition and drive among team members

I always try to lead from the front to set an example to my team. Let them know that you are with them all along and to accomplish the task little by little until there is a significant achievement that can be felt.

I agree with a combination of all 3 strategies mentioned with one addition and that is the team leader need to make the team realize that their work and contribution is important and valuable. Nothing boosts a morale more than the sense of making a difference through their contribution. The team should realize the importance of their work and trust the team leader who supports and recognizes the value of their work.

To motivate my team, I focus on setting clear, achievable goals so everyone knows what’s expected and how to succeed. Breaking tasks into manageable steps helps the team stay focused and confident in their progress. I also provide regular feedback, offering both encouragement and constructive advice to keep them on track. Recognizing and celebrating successes (whether big or small) is essential, as it boosts morale and encourages high performance. Simple gestures like acknowledging hard work or offering incentives can go a long way in keeping the team motivated.

Focus on clear communication, recognition, and support. Begin by identifying the root causes of underperformance through open dialogue, then set realistic, achievable goals with measurable milestones to rebuild confidence. Regularly recognize individual and team achievements, no matter how small, to foster a sense of accomplishment. Provide the necessary tools, training, and resources to address skill or knowledge gaps, and encourage a collaborative environment where team members can share best practices. Offering incentives, career growth opportunities, and personalized feedback demonstrates your commitment to their success, helping to reignite motivation and drive performance.

Given your experience as a Supervisor for Services, keeping a field service team motivated to meet performance targets involves a combination of leadership, communication, and strategic planning. Here’s how you might approach the situation: 1. Set Clear Expectations and Goals 2. Foster Open Communication 3. Provide Adequate Training and Resources 4. Recognize and Reward Achievements 5. Lead by Example 6. Promote Teamwork and Collaboration 7. Address Underlying Issues 8. Focus on Employee Well-being

First find Reason 1) Training 2) Troubleshooting tool . 3) Product performance in field 4) Process 5) Target vs Practical achievable Goal 6) Culture 7)Salary structure

1st Identify are the performance targets realistic. 2nd Identify "Why" the targets aren't being met. 3rd Work with the FS Team to game plan "How" to meet the identified goals. 4th Establish realistic goals to get you to the identified performance targets.

Always Exercise Resilience and be on top of the Task/Problem,Priotise which task can be managed quickest and ensure effective/two way communication is adhered to through out the task.