Ihr Teammitglied bleibt hinter den Erwartungen der Kunden zurück. Wie werden Sie die Situation wenden?

Before reaching out to conclusion, assess the matter. TRUST your team, that’s the starting point in any escalation. Listen to the team, understanding their perspective to situation. If team member is at fault, PROJECT MANAGER should own the responsibility and accept that the FAILURE. If not, respond to client in affirmation, with facts, data and proofs. However make sure at no point it sounds that we are proving ourselves right, but we are happy to help them for course correction on incorrect processes that they have been following. Going forward define the expectations right, monitor the same and deliver the best. Transparency in success and failure, both are equally important.

The reasons behind a team member's poor performance must be found. Have an honest conversation with them to learn about their difficulties, whether they are due to a lack of resources, hazy expectations, or personal issues. Through the resolution of these particular obstacles, you may establish a conducive atmosphere that encourages development. Recall that the objective is to support their success rather than place blame. Underperformance may be transformed into a success story with a caring attitude.

Abordar o desempenho abaixo das expectativas de um membro da equipe requer uma abordagem sistemática e empática. Ao identificar e resolver as causas subjacentes, definir metas claras, oferecer suporte contínuo e manter uma comunicação aberta com o cliente, você pode reverter a situação e garantir que o projeto atenda ou exceda as expectativas do cliente. Além disso, essas ações fortalecem a relação dentro da equipe, promovendo um ambiente de trabalho mais colaborativo e eficiente.

Before reaching out to conclusion, assess the matter. TRUST your team, that’s the starting point in any escalation. Listen to the team, understanding their perspective to situation. If team member is at fault, PROJECT MANAGER should own the responsibility and accept that the FAILURE. If not, respond to client in affirmation, with facts, data and proofs. However make sure at no point it sounds that we are proving ourselves right, but we are happy to help them for course correction on incorrect processes that they have been following. Going forward define the expectations right, monitor the same and deliver the best. Transparency in success and failure, both are equally important.

Assess the situation first, and try to identify the root cause. Engage in a candid conversation with your team member to understand their perspective. Check where they are lacking, what problems are they facing. Tell them about what client is expecting from them and provide support and guide them in their career. Monitor their progress and and give them continuous feedback to help them in improving.

By focusing on clarity, alignment, and realistic goal-setting, leaders can foster a performance-oriented culture that is both supportive and results-driven. This method also mitigates the risks associated with miscommunication and misaligned efforts, ultimately leading to improved client satisfaction and team cohesion.