Understand the root cause – Identify skill gaps, process inefficiencies, or engagement issues. Use a positive approach – Frame it as an opportunity, not a reprimand. Recognize strengths first – Boost confidence before addressing gaps. Set clear, achievable goals – Define specific, measurable targets. Provide support & training – Equip them with the right tools and mentorship. Encourage ownership – Let them suggest improvements for accountability. Make it a team effort – Celebrate wins and foster a collective mission. Lead with empathy – Adapt to their struggles and show understanding. Gamify & motivate – Turn goals into challenges with rewards. Follow up consistently – Keep conversations supportive and goal-focused.

When your team isn’t hitting performance goals, it’s easy to feel the pressure. But, instead of pointing fingers, try to look at it as a team puzzle that needs reassembling. Start with a transparent conversation acknowledging the effort everyone has put in and express your belief in their potential. Ask for feedback on what’s been challenging and identify any obstacles. Collaborate on a plan that includes clear expectations and regular check-ins. Keep the focus on growth, not blame, and encourage small wins. After all, "Great teams don’t start with perfection; they start with progress!"

As a senior approach this by 1. Having an open and empathetic conversation. 2. Acknowledge their efforts first, then clearly communicate performance gaps without blaming them. 3. Ask insightful questions to understand underlying challenges and listen actively to their feedback. 4. Collaboratively set realistic goals and offer practical support, such as training or additional resources. 5. Reinforce your confidence in their abilities and emphasize teamwork in finding solutions. This balanced approach ensures accountability, preserves morale, and motivates your team to actively improve their performance.

Addressing underperformance without demotivating your team involves identifying the underlying causes, such as unclear expectations, resource limitations, or skill gaps. Deliver feedback constructively and with support, concentrating on specific actions or outcomes rather than personal attributes. Collaborate with the team to outline achievable objectives and develop a clear improvement plan. Provide training or mentorship opportunities to enhance their abilities and boost confidence. Highlight their strengths and past accomplishments to sustain morale while guiding them toward success. By fostering trust and promoting growth, you can drive performance improvements without discouraging your team.

If my team isn't meeting performance expectations, I'll ensure to handle the situation thoughtfully so that morale isn't negatively affected. One of the first steps I'll take is to have a calm and honest conversation with the team, focusing on areas that need improvement. For example, if someone is missing deadlines, I would say, "I noticed you're struggling with meeting deadlines. How can I support you?" This will provide constructive feedback without being critical. I can also offer professional development opportunities. Sometimes performance dips because team members lack certain skills or need additional training.

In my experience transparency & data are key at the moment to show the performance in any process; always be kind with the team and for sure listening to everybody in the team. After discussing al little bit the data, lets move and define together as one team the action plan using PDCA. But I think collaboration is the key and don't forget that in all the time we need to challenge the PROCESS, don't judge the people, just judge the process.

1. Identify the issue – Find the root cause (skills, resources, motivation). 2. Communicate constructively – Focus on solutions, not blame. 3. Set clear goals – Define expectations and break them into achievable steps. 4. Offer support – Provide training, tools, or mentorship. 5. Encourage collaboration – Foster teamwork and open feedback. 6. Recognize improvements – Celebrate small wins and efforts. 7. Lead by example – Stay positive, engaged, and supportive.

When performance expectations are not being met, we need to double down on hunting blockages in the team and removing them. Performance is often stifled when there is division of energy in the team. Lack of confidence, fear and uncertainty. Ask questions that will reveal the blockages that may be hindering the results. And then be the blockage remover and paradigm shifter. Paint the big picture with passion and conviction. We want to ignite energy, motivation and innovation in our teams and gain a shared clarity, set a clear direction and get alignment. Ask, what can we do differently? How can I help? And do all you can to get energy multiplying

One thing I’ve found helpful is starting with making sure the team feels seen and that you are all in this together. Framing things as “we haven’t met our target” and how you as the leader can assist. Then it turns away from blaming and defensive and more towards collaborative problem solving. Let them come up with ways to better achieve goals, document them together, and agree upon how you’ll support and report. Then follow through. I’ve found it’s rare that the performance doesn’t improve after that.

If a team is not performing effectively, it is important to listen actively and engage in open discussions to identify the root cause. Collaborating to brainstorm solutions supports every team member to feels involved and aligned with the best course of action. This may fosters a sense of ownership and drives collective success.