Your team member keeps missing project deadlines. How can you effectively address their performance issues?

What often goes unnoticed is whether the project aligns with the team member’s interests and strengths. As leaders, we should adopt a compassionate and investigative approach. Remember to - ~ Discuss the project’s alignment with the team member’s professional interests ~ Ask probing questions to understand their perspective ~ Be empathetic and create a safe environment for them ~ Offer support ( in the form of revisiting deadlines, reallocating tasks or continuous mentoring) ~ Set regular cadence to monitor performance Let’s create stronger teams where people get to play on their strengths!

1. Review Past Projects: Examine previous projects to identify patterns or recurring issues related to missed deadlines. 2. Self-Assessment: Reflect on your own management practices to ensure that delegation, facilitation, or unrealistic expectations are not contributing factors. 3. Workload Analysis: Determine if the team member is overloaded with work, facing unclear expectations, or dealing with unrealistic deadlines. 4. Direct Discussion: Engage in an open conversation to understand their perspective and root causes of the delays.

Here's how to address the problem of missed deadlines: 1. Was the deadline achievable? If not then it's not a performance issue. 2. Was the deadline communicated clearly? If not then it's not a performance issue. 3. Check for previous performance of meeting deadlines. 4. Take the time to understand how your team experienced the project work, what they felt worked well/less well, and what they would do differently in the future. 5. Use the Pre-Mortem technique to pre-test any proposed changes in behaviour. TOP TIP Use Belbin Team Roles to understand what behaviours your team may be exhibiting and/or missing that could contribute to missing deadlines. This could give you the greatest insight to prevent the same problem from happening again.

Para evaluar la situación, encuentro útil la clásica fórmula: "no sabe, no puede o no quiere". Si no sabe, hay que explicar. Pero si ya se le explicó y aún no lo logra, entonces es un "no puede" y se necesita un trabajo más profundo para ayudar a la persona a entender en qué se está trabando. Finalmente, el "no quiere" es, en mi experiencia, el menor porcentaje de casos, pero a veces ocurre y, si ese es el caso, es importante tomar medidas. Me encuentro muy seguido con personas que, por temor a ser acusadas de malos líderes, abordan situaciones en las que explícitamente alguien no quiere con herramientas de coaching. Sin embargo, el primer requisito para aprender es querer.

When addressing a team member who keeps missing deadlines, start with understanding and empathy. Connect with them on a human level first. Ask open-ended questions to uncover any underlying issues they might be facing, personally or professionally. Clear, compassionate communication can reveal insights into their thought processes. Then, collaboratively set clear, achievable expectations. Emphasize the importance of the project and how their contributions impact the team. This approach fosters trust and opens the door for better alignment and performance.

Eine einfache Frage, die hilft: Will das Teammitglied die Fristen einhalten, kann aber nicht, oder könnte es, will aber nicht? Stellen Sie Ihrem Teammitglied diese einfache, aber tiefgründige Frage. Wenn es den Willen zeigt, aber Schwierigkeiten hat, die Fristen einzuhalten, investieren Sie in Schulungen oder Mentoring. Wenn jedoch die Bereitschaft fehlt, müssen Sie andere Wege finden. Beispielsweise könnte ein Mitarbeiter, der unmotiviert ist, besser in eine andere Rolle passen, die mehr seinen Interessen entspricht. Diese differenzierte Herangehensweise stellt sicher, dass Ihre Unterstützung zielgerichtet ist und das Teammitglied entweder gefördert oder neu positioniert wird, um optimal zu arbeiten.

Often this won’t just mean “meet all deadlines”; in some environments, especially ones with heavy workloads and competing priorities, it might mean “come talk to me well in advance if something is getting in the way of you meeting a deadline.” In that context, what you want is both a heads-up and an opportunity to help move other priorities around.

Clear communication indeed forms the foundation of effective leadership. Once you've identified the underlying issues behind missed deadlines, it's crucial to reset expectations with your team member. Initiate a discussion about the significance of deadlines and how their performance influences the team. Clearly outline expectations for future performance and ensure they grasp the repercussions of not meeting these standards. This conversation should be collaborative, allowing them to express any concerns and collaboratively agree on a realistic plan moving forward. Such clarity fosters accountability and aligns everyone towards achieving team goals effectively.

When setting expectations, it is important to make this conversation both informational and aspirational. FIRST, GIVE THE INFORMATION: Explain the impact of these missed deadlines on other team members, clients, customers, and profitability. NEXT, SET THE ASPIRATION: Communicate what is expected (e.g., meeting deadlines) and the positive impact this will have on various aspects of the organization. Taking this "information-aspiration" approach helps team members see how their performance connects to team dynamics and larger organizational outcomes.

Finden Sie eine gemeinsame Vereinbarung mit dem Teammitglied, die den Zielen und der Situation des Teammitglieds Rechnung trägt. Erarbeiten Sie gemeinsam mit dem Teammitglied einen Plan, der realistische Ziele und mögliche Hindernisse berücksichtigt. Beispielsweise könnte ein flexibler Arbeitszeitrahmen vereinbart werden, wenn persönliche Verpflichtungen die pünktliche Abgabe beeinträchtigen. Dies zeigt dem Teammitglied, dass seine Situation verstanden und ernst genommen wird, was wiederum seine Motivation und Verantwortlichkeit steigern kann. Solche Vereinbarungen fördern ein unterstützendes Arbeitsumfeld und können die Leistung nachhaltig verbessern.

In some cases and it appears it often, the issue isn’t the team member but the deadline itself. In many product area ( especially when release of a software/feature isn’t coupled with a hardware release) deadline is a moving target therefore incentivize team members to stretch. I recommend always have team member working on incremental short outcome , test the viability, then iterate. Deadline only make sense when there is earned value at the end of it. Otherwise is another fictional date that is there to add stress and build unnecessary pressure on eng teams. I focused on value added not just on a date. In the best world value and a stop mark are joining at the end

If the conversation hasn’t already produced clear ideas that the employee will try, ask directly, “What would it make sense to do differently going forward?” You want the employee to have a clear sense of what specific steps she’ll take to solve the problem – something more than just “try harder.” Ideally she’ll come up with these on her own, but if she’s struggling, it’s okay for you to be fairly directive about what you’d like her to try (for example, “start entering interim deadlines in our shared project management tracker” or “front-load your week so you’re getting time-sensitive work out of the way before tackling other projects”)

After setting clear expectations, it's important to offer support to help your team member meet their commitments effectively. This support might include providing additional training, resources, or adjusting their workload as needed. Encourage open communication so they can proactively discuss any challenges they face in meeting deadlines. Your proactive support demonstrates investment in their growth and can serve as a motivating factor for improved performance. This collaborative approach fosters a supportive environment where team members feel empowered to succeed.

As a leader/manager, it is important to bring a coaching mindset to the conversation to deeply understand the underlying issue. Help the team member communicate openly by providing a psychologically safe environment.

Die Ursachen für verpasste Fristen sind vielfältig, daher sollten auch die Lösungsansätze vielseitig sein. Achten Sie auf eine starke Selbstreflexion des Teammitglieds. Fordern Sie das Teammitglied zur Selbstreflexion auf. Fragen Sie gezielt nach möglichen Ursachen und lassen Sie es eigene Lösungsvorschläge erarbeiten. Ein reflektives Gespräch könnte ergeben, dass der Mitarbeiter sich durch zu viele parallele Projekte überfordert fühlt. Hier kann eine Reduzierung der Projekte oder eine bessere Priorisierung Abhilfe schaffen. Durch diese Reflexion und anschliessende Massnahmen werden die Selbstwahrnehmung und die Eigenverantwortung gestärkt, was langfristig zu einer verbesserten Leistung führt.

When your team is working towards a deadline, make sure there are consistent check-ins and clear measurements for these check-ins. As you look at the progress (or lack there of) avoid placing blame on your team itself and figure out what they need to move the needle. Is the training needed or coaching? Was there a new priority that confused the team? Is there a system they need access too. Always be on your teams side in the monitor/control phase. This may also mean having to have a respectfully direct conversation with any team members who are not as engaged as others. What is keeping them from being engaged? What do you expect to see change in them. How can you support them in this?

With expectations clarified and support provided, consistent monitoring of your team member's progress is crucial. Schedule regular check-ins to discuss their work, offer constructive feedback, and adjust support as necessary. These sessions should focus not only on oversight but also on coaching and reinforcing positive changes in their performance. Regular monitoring demonstrates accountability and reinforces your commitment to their success. It also allows for timely adjustments to ensure they stay on track towards meeting their commitments effectively.

Open and clear communication is essential for any team, but it’s especially important when deadlines are involved. This is because you need to be able to relay information about deadlines and expectations clearly and concisely. If your team isn’t aware of what’s expected of them, they’re not going to be able to meet deadlines. Likewise, if you’re not aware of what your team is working on, you won’t be able to provide adequate support. Make sure that everyone is on the same page by holding regular meetings and keeping an open line of communication. This will help ensure that everyone is aware of deadlines and knows what they need to do to meet them.

When a team member is missing deadlines, it's essential to recognize and reinforce their successes. Begin by acknowledging what they’re doing well and express genuine appreciation for their strengths. This positive reinforcement can shift their mindset, helping them see their potential more clearly. Encourage them to reflect on past successes to build confidence. By focusing on their capabilities, you create a supportive environment where they feel valued and motivated to improve. This positive energy can naturally lead to better performance and timely project completion.

Recognizing team members' improvements, such as meeting deadlines, is essential in fostering a positive work environment. By acknowledging these successes, you provide positive reinforcement that strengthens their confidence and sustains new behaviors. Celebrate these wins with your team to demonstrate the value placed on hard work and self-improvement. Public recognition can inspire other team members facing challenges, promoting a culture of continuous progress and accountability. By actively appreciating and sharing improvements, you encourage your team to strive for even greater achievements, ultimately empowering the collective growth of your organization.

We can reinforce enough the importance of meeting deadlines for any team, but we know it can be especially difficult when you’re dealing with a large project. By following the tips above, you can increase the chances that your team will meet their deadlines and produce high-quality work. Remember to be flexible, keep communication open, and maintain a positive attitude. And most importantly, don’t try to bite off more than you can chew. If you take things one step at a time, you’ll be surprised at how much your team can accomplish