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Tame under performers by coaching
Any team leader would go bonkers and might feel trapped, if he has to deal with an under performing team member. Under performance by the team members affects not just the team but also the organisation too.Under performing workforce is difficult to deal with; for even after it’s detection no serious action can be taken in that regard, owing to it’s subtleness. Under performance of the team member can be identified when he :
• does not show the required enthusiasm in doing his work.
• is frequently absent in team meetings and avoids participating in team activities.
• behaves in an unfriendly manner. Remains aloof all the time
• failing to work and achieve the standards set for his team by the management.
For a team leader it would be difficult to single out a particular individual for under performance.Amidst the team members there lies a bonding that usually comes in the way of dealing with the under performing member with a strong hand.
A team leader should be conscious of this fact and should act cautiously with that particular member so as not to affect the interpersonal relations of the entire team.
At times, the team leader and the other team members also might indirectly contribute to the under performance of a member. Some of the causes that induce a team member to perform in a low key are- difference of opinion with the other team members, disputes with others, when his efforts are not properly recognised, he feels that he does not belong to the team and there is not enough motivation from the team.
A leader can ask his team members to assess each other regarding various skills like responsibility, contribution of ideas, risk-taking nature, ability to experiment and dependability.
Ask them to give points or rating for each category of the employee profile and see which employee scores the lowest.
In case if the peripheral team member is not aware of his under performance this feedback will be a revelation to him. The employee will come to know of his place in the team and the stance of the team towards him.
Such a strategy works well for it will not lead to low morale in the rest of the team.
Give him an opportunity and a deadline to gear up and get back to his team. If the team leader happens to keep to himself the facts about the not-so well performing individual, the team may misunderstand the actions of their leader.
So the team leader must discuss the issue with the other team members in private.
It might not be easy for any team leader to look a person in the eye and pass a judgment about his performance.
But then if it goes unchecked it will spread to the other team members also and would not serve the purpose for which the team was constituted.
“Nothing drives your good performers away faster than knowing that a supervisor isn’t dealing with performance issues “ says Kris Paper , senior vice president and CIO of Primedia Business Magazines & Media.
Do not let the other team members shun that particular individual for it will worsen the situation further. Ask them to advice him and help him out in a friendly manner.
The team leader should hold a private meeting with the concerned member and find out the reasons behind his under performance. Discuss the issue with him and tell him how his behaviour is affecting others. Suggest the member to opt for a coaching plan and link the same with his performance review in order to derive better results.
If the team member does not mend his ways even after counseling, then it’s time to bid farewell to him.
SANDHYA.U
faqs@cnkonline.com
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