How To Rescue A Poor Performing Team At Work

Producing a level of work regularly; without spikes and dips for a long period is not quite easy. But leaders understand what it means to have an underperforming team at work. As managers, we may begin to understand this more by recognizing that not all employees can achieve their best performance in every team. Some members could be in a rush to complete their assignments to avoid longer interaction with the other. That withstanding, a poor performing team could be a build of mismatched team members. The underperforming team could also result from widespread overconfidence, lack of challenges, poor motivation: incentives or other means of motivation, poor time management and among other causes.

We have some ideas on how you can rescue a poor performing team if you are dealing with one.

Identify possible causes

Establishing the values to rescue a poor performing team at work begins with understanding why the team is plagued with low performance. You may help your understanding to champion the rescue mission by assessing members of the team. Try to ask questions like their best and worst teaming experience. Responses for the latter should say a lot about how toxic they find the team. You also need to cultivate some level of workplace transparency to achieve this easier.

Primarily focus on the group for a solution

You must avoid pointing accusing fingers to any member of the underperforming team while identifying ways of leading your team to success. Even if you have an idea that the member is the root of the team’s challenges on your own, dealing with the individual personally will worsen the team’s performance because some members would be wondering if they will be next.

Re-establish the team’s values

While the poor performing team members have suffered poor motivation, most of the core values are no longer within their wits as part of the team’s plan. As you revive the team, consider re-establishing the values such as communication protocols, shared accountability; support for each other, the ways of navigating difficult decisions and harmonizing diverse opinion.

Clarify roles and responsibilities

The role description is one of the major challenges faced by teams at work. If the roles and responsibilities are not clearly stated, some of the members would feel cheated while others may want to impose more work on others. This is common. You will need to revise the description until every member is comfortable and clearly post the description where all can access for reference. This should also incorporate how you delegate task in the future.

Remove persistent toxic members

Look out for members that are likely to bring problems further after you have implemented your solution for the team. These potential problem causing members should not remain on the team to maintain order. Carefully observe their performance and be open for feedback. Be as specific as possible on why every member should improve behaviorally to assist the team and the organization. If there are improvements, then you’re rescuing solution for the poor performing team is working. Otherwise, you need to remove the individuals not responding from the team.

Diana Coker
Diana Coker is a staff writer at The HR Digest, based in New York. She also reports for brands like Technowize. Diana covers HR news, corporate culture, employee benefits, compensation, and leadership. She loves writing HR success stories of individuals who inspire the world. She’s keen on political science and entertains her readers by covering usual workplace tactics.

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