m members can make or break your relationship. As a leader it is vital to maintain respect and reach the desired project outcome. How do you deal with team members who don't carry their weight and exhibit poor project responsibility?Most seasoned managers consider conflict inevitable in every project environment. Establishing ground rules, role definition and group norms usually reduce the amount of conflict. Conflicts should be addressed early and usually in private, using a direct collaborative approach.
When dealing with a team members performance, I make sure I have current up-to-date facts. Consider the context. Listen to the team member. Communicate project expectations, goals and milestones. Finally, if there is healthy consensus between team members, stakeholders and myself I consider intervention and corrective actions: mentoring, self-paced training or replacement.
Did I miss anything?
2 comments:
Another topic I would add to your list of initiatives for considering team members performance, a guideline we've used at work is "SMART" objectives (Specific-Measureable-Agreed to-Realistic-Time bound)
Yes, excellent idea. SMART is a great acronym and guide for goal setting or process improvement in every organization. Another favorite of mine is SWOTT, Strengths, Weakness, Opportunities, Threats and Trends. Actually, combining the two acronyms during strategy discussions can be beneficial. I will add this topic to the schedule. Phil, thank you for the suggestion.
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