Your team members are struggling despite your efforts. How do you turn their performance around?

Eu costumo realizar reuniões individuais ou em grupo para entender as dificuldades que os membros estão enfrentando. Também utilizo questionários ou entrevistas para obter feedback sobre as áreas em que eles sentem que se importam com o suporte.

If my team members are struggling despite my efforts, I’d start by identifying the root causes of the issue. Are there skill gaps, unclear expectations, or personal challenges? I’d have one-on-one conversations to understand their struggles and offer support. Providing additional training or resources might help if it's a skills issue. I’d also revisit goals, making sure they’re realistic and aligned with their strengths. Encouraging open feedback and collaboration could foster a more supportive environment. Lastly, I’d focus on boosting morale through recognition and team-building activities, ensuring they feel motivated and connected.

Despite my efforts if my team is still struggling, that means something is not working out as expected or am missing out on something. To ensure that this unknown aspect gets addressed, it is important to have a group session with the team, followed by 1-1's to identify the root cause. Once the cause is identified, a mechanism to address it shall be developed.

I would prefer to start with a detailed RCA (root cause analysis) for the challenges the team members are facing. Then it has to be tagged under various buckets like - knowledge-related, human-related, process-related, atmosphere-related, etc. The next step would be to chalk out the improvement plan per bucket and on a per-week milestone basis. Then the implementation and weekly monitoring of the progress. I strongly believe if the execution and monitoring is on track, it should help the team members for sure.

When performance dips, I start by listening—understanding what’s getting in their way. Then, I realign goals with clarity and purpose. I invest in targeted training and pair it with real-time, constructive feedback. Teamwork plays a vital role too; I create opportunities for collaboration and peer learning. Finally, I track progress regularly, not to micromanage, but to guide and support. It’s all about creating an environment where people feel seen, supported and empowered to grow.

If your team members are struggling despite your efforts, it’s important to first assess the root causes of the issue. Start by having open, one-on-one conversations with them to understand their challenges—whether it's unclear expectations, lack of resources, personal difficulties, or skills gaps.

When a team member struggles, I pause to understand the why before jumping to solutions. I check in privately, ask questions without judgment, and listen more than I speak. Often, the issue isn’t skill—it’s clarity, confidence, or unseen obstacles. From there, I set smaller, achievable goals, offer support, and celebrate progress. Performance improves when people feel seen, supported, and safe to grow.

It’s frustrating when your team isn’t performing despite your best efforts. Instead of pushing harder, I’ve learned to step back and listen. Often, the issue isn’t just performance—it’s burnout, lack of motivation, or unclear expectations. A real conversation can uncover what’s holding them back. I also check if they have the right tools and support because small changes can make a big impact. Most importantly, I lead by example—if I want engagement and proactiveness, I need to show up that way too. Leadership is about removing roadblocks so your team can thrive.

When performance dips despite your best efforts, go back to basics. Assess what’s really blocking progress—skills, clarity, motivation? Set clear, achievable goals and co-create a plan. Offer focused training and regular, constructive feedback. Encourage teamwork; peer support often unlocks growth. Keep close tabs on progress but celebrate small wins along the way. People rarely fail alone—success is a shared journey too.

Depois de identificar os problemas, defina metas claras e alcançáveis. Envolva a equipe no processo de definição de metas para aumentar o compromisso. As metas devem ser específicas, mensuráveis, atingíveis, relevantes e temporais (SMART).

Identifique as lacunas de habilidades e ofereça treinamentos (workshops, cursos online, mentorias). Importante que você incentive a equipe a participar de formações que possam beneficiar seu desenvolvimento profissional.

Forneça feedback regular e construtivo, tanto positivo quanto crítico. Isso ajuda a reconhecer o bom trabalho e direcionar melhorias. Crie um ambiente onde os membros se sintam confortáveis em dar e receber feedback.

Fomente um espírito colaborativo, designando projetos em que a equipe precisa trabalhar em conjunto. Também promova atividades de team building para fortalecer os laços entre os membros.