Practical tips: How to improve your team’s performance

Practical tips: How to improve your team’s performance Business Coach Roberto Lico

Good leaders want to ensure their team is engaged in their work, feeling satisfied, and performing at their personal best.

But for those team members who seem to be lagging behind, what can a concerned leader do to help improve employee performance?

Clarify the exact problem Reprimanding a team member can be as unpleasant and stressful for the boss as it is for the person on the receiving end. However, it is important to make sure that the team member walks away from the conversation with a very clear understanding of the area requiring improvement, and how they can go about fixing it.

Field their criticisms Be ready to listen to any critiques or suggestions that your team member might have. In fact, make a point of inviting feedback. If the team member genuinely believes that something about your performance as a leader is hindering his or her ability to succeed, you may be able to work together toward a common solution.

Individualize every approach

No one method of leadership and motivation will work for everyone. A good leader understands the diverse styles of their team members and tailors their coaching to each of their unique needs.

Set clear goals

Make sure that your team members are aware of what you expect from them, and when. Once you have tailored your approach to each of your team members’ needs, you should also set a date to see how things are progressing. More important than that, the team member should know exactly what they need to have completed by that date.

Reward improvement

Workplace rewards can sometimes present a tricky problem. Sometimes, leaders think that gifts are the best ways to show appreciation, but often verbal praise, bonuses, or even the promise of career advancement (should the good work continue) are more effective in motivating teammates.

Act on a lack of improvement

If you’ve set clear goals and expectations and your team member didn’t do what you’ve asked, it may be necessary to give them a written or verbal warning. This is a matter of making it clear that where good work receives workplace incentives, poor work garners the opposite.

Know when to walk away If you’ve spent the last few weeks or months working with an employee to improve certain habits or attitudes, and the end result shows little progress, it may be time to take a final and difficult step. In most circumstances, a lack of motivation at the workplace may simply be a sign that the company and employee are not compatible.

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LRCL – Business Services Consulting Prof. Roberto Lico – licoreis@licoreis.com.br Whatsapp Brazil 55 12 9 9195 2474

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