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JR

The document provides guidance for team leaders on addressing underperformance from team members. It recommends that the team leader 1) have a constructive one-on-one conversation to provide specific feedback and identify solutions, 2) understand the root cause of the issue such as a lack of skills or unclear instructions, and 3) set clear expectations and performance standards. It further advises team leaders to 4) provide support through training or resources, 5) closely monitor progress with regular check-ins, and 6) recognize and reward improvement. The overall approach is to give underperforming team members opportunity to learn and grow while ensuring the team's success.

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9 views3 pages

JR

The document provides guidance for team leaders on addressing underperformance from team members. It recommends that the team leader 1) have a constructive one-on-one conversation to provide specific feedback and identify solutions, 2) understand the root cause of the issue such as a lack of skills or unclear instructions, and 3) set clear expectations and performance standards. It further advises team leaders to 4) provide support through training or resources, 5) closely monitor progress with regular check-ins, and 6) recognize and reward improvement. The overall approach is to give underperforming team members opportunity to learn and grow while ensuring the team's success.

Uploaded by

harithqom
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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TANZANIA INSTITUTE OF ACCOUNTANCY (TIA)

DAR ES SALAAM COMPUS

NAME : JULIANI .S. GEMELA

REGISTRATION NO : DSM / BAC/21 / 91919

TASK : INDIVIDUAL ASSIGNMENT

SUBJECT : PRINCIPLE OF MANAGEMENT

LECTUTRE : MR. MUTAJU I MAROBHE

CODE : ACU 08101

CLASS : BAC III


The team leader should adhere the following steps if the team’s member work is not

up to the expectation ;

Communication,I would start by having a one on one conversation with the

team member to discuss their performance. I would provides specific

feedback,highlighting the areas where their work did not meet the required material

standard .it is important to ensure that the conversation is constructive and does not

focus solely on criticism,but also on finding solution and improvement opportunities.

Understanding, I would try to understand the reason behind the

nonperformance .it could be due to a lack of skills or resources,unclear

instruction ,external factors,personal issues ,or simply a lack of motivation .by

identifying the root cause,I can better address the issue and provide appropriate

support.

Setting expectations,and performance standard to the team members .it

is essential to make sure that they understand what is expected from them ,including

the quality ,deadlines and any other relevant criteria .this will serve as a reference

point for evaluation and improvement.

Providing support,if the team member lack the necessary skills or

resources skills or to meet the expectation, I would offer guidance and support .this

can include training,mentor-ship, or providing additional resources. By identifying

their strengths and weaknesses,I can help them develop the necessary skills and

knowledge to improve their performance

Monitoring progress,I would closely monitor the team members progress

and offer feedback along the way .regular check ins and progress updates are essential

to ensure that they are on the right track and to address any issues that may arise.
Delegating appropriately,if ateam member consistently struggles to meet

expectations it might be necessary to reassign tasks or adjust their reponsibilities this

will ensure that the team’s overall performance is not compromised and that each task

is being handled by the most suitable individual

Recognizing and reward improvement, if a team member actively seeks

to improve their performance and meets the expections,its important to acknowledge

their process,this can be done through verbal appreciation,rewardsor other forms of

recognition,acknowledge their growth creats a positives environment and encourage

further improvement.

Generally,dealing with underperformancerequires patience,effective

communication,support and a willingness to address any underlying issues.By

employing these steps, I aim to give the team member an opportunity to learn,grow

and improve while also ensuring the overall success of the team’s goals.

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