if I had 6 mins to fix your underperforming team, I’d do this
Summary
-
Underperformance on a team isn't just the individual's fault; it reflects on how you handle it. The solution is accountability, and it starts with you. Managing how you address underperformance can either fix the problem or let it worsen.
-
To fix underperformance, set clear expectations from the start. People often underperform because the expectations aren't clear. Define success, job roles, core values, and company missions from the hiring phase to ensure everyone understands what "good" looks like.
-
Ensure employees know what their specific role entails and what their KPIs are. If team members don't know what's expected, they can't achieve those expectations. Clear communication of expectations can lead to immediate performance improvements, as evidenced by a situation where clarity improved an employee's performance in just two weeks.
-
Create a self-measurement tool where team members track their own progress. This practice shifts accountability to the individual and encourages self-improvement. Employees who measure their own performance are more likely to improve, similarly to people who weigh themselves regularly tending to maintain or lose weight.
-
Provide consistent feedback to reinforce performance standards. Accountability is not a one-time event but an ongoing process. Regular feedback helps employees know where they stand and how to improve, multiplying their efforts and driving better performance.
-
Reward progress rather than perfection. Recognize improvements, even small ones, to encourage continued advancement towards the goal. Highlighting progress boosts motivation and reinforces the desired behavior.
- Remember, accountability is the key to resolving underperformance. It involves creating clarity, measuring progress, and consistently offering feedback. Lead by example, set the standard for accountability, and your team will follow suit. The culture of accountability begins with you.
Video
How To Take Action
I would suggest implementing clear expectations from the start. When you hire someone, explain their job, the company's values, and what success looks like. This way, they know exactly what to do. It’s like giving them a clear map to follow.
A good way to ensure everyone stays on track is to create a self-measurement tool. Let team members track their own work progress. It could be a weekly report, a daily scorecard, or some other tool. It’s like stepping on a scale daily if you want to maintain your weight. When people track their actions, they can see where to improve.
Feedback is another key part. Provide consistent feedback, not just once. If a team member is doing well, tell them. If they need to improve, guide them on how to get better. It’s like giving them directions to reach their destination on the map.
Finally, remember to reward progress, not perfection. Even a small improvement deserves recognition. Think of it like cheering for each step forward on a journey.
In all these steps, accountability begins with you. By setting the standard, you'll inspire your team to follow. Creating a culture of accountability can transform how your team works, making everyone more effective.
Quotes by Leila Hormozi
"Underperformance isn't just about them, it's actually about you"
– Leila Hormozi
"If someone on your team isn't meeting expectations, accountability is the solution"
– Leila Hormozi
"You can't expect what you didn't explain"
– Leila Hormozi
"Most people want to do well, most people want to win, and most people want to feel good about themselves"
– Leila Hormozi
"Accountability is not a single conversation; it is an ongoing process"
– Leila Hormozi
